Effects of spiritual training and development programs on Government banks to enhance the performance

Advanced Research Method
Final Project Report
Submitted By:
Rana Sajid Ali
ID: 12123010
Submitted To:
Ma’am Tasneem Akhtar
Due Date: 17-07-2015

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.

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).

Table of contents Items | 1. Introduction | 1.1 Rational of Study | 1.2 Significance of Study | 1.3 Problem Statement | 1.4 Aim of Study | 1.5 Research Questions | 1.6 Research Objectives | 1.7 Delimitation of Study | 2. Literature Review | 3. Framework | Hypothesis | 4. Research Methodology | 4.1 Sample Size | 4.2 Sampling Technique | 4.3 Population Frame | 4.4 Unit of Analysis | 4.5 Type of Study | 4.6 Time Horizon | 5. Data Analysis and Results | 5.1 Demographics | 5.2 Reliability | 5.3 Factor Analysis | 5.4 Purpose of Factor Analysis | 5.5 Correlation | 5.6 Regression | 5.6.1 Regression without the Impact of Moderator | 5.6.2 Impact of Moderator on Regression | 6. Discussion | 7. Implication | 8. Conclusion | 9. Limitation of study | 10. Appendixes | 11. References |

1.
Introduction
“Spiritual training is an essential part of our life. While describing the mission of the Prophet of Islam, Allah says: “He is the one who has raised among the ignorant [Arabs] a messenger from among themselves who [1.] Recites to them His revelation, [2.] purify them, and [3.] teaches them the Book and wisdom.”(62:2).
In modern world, the organizations which deliberately implemented spirituality can contribute to get the better performance from their employees (Rhodes, EdD, 2006).
Spirituality focuses to enhance job satisfaction in the organization (Harung, H.S, 1996). Scholars addressed the human side of experience of spirituality, which helps to reduce the stress, conflict, increase creativity and solve the organizational problems (Tischler, L., Biberman, J., and McKeage, R., 2002). Spirituality increases the job involvement (Kolodinsky, R.W, Giacalone, and R. A, and Jurkiewicz, C. L., 2008) and also increases honesty commitment and trust (Krishnakumar and Neck 2002), it also improve the performance of the work in the organization (Duchon and Plowman 2005). Spirituality training and development is very important elements for any organization.
Problem statement: “The spirituality model basically recognizes that people work not only with their hands but also their heart and spirit (Ashmos & Duchon, 2000)”.
Organizations and businesses are the backbone of any economy. Employees are considered as the asset of any organization. Many 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. Outcomes of their dissatisfaction show in low performance and low organization performance. They work only with their hands and do not work with their spirit. The spirituality development approaches are used mostly in private sector which produce more productivity and performed very well as compare to the public sector. So it is important to study that which factors lead toward organizational performance so that I can explore these steps for the development of employees and organizational performance. For this purpose, I’ll evaluate employee’s and organization perception on how spiritual TDP increase public sectors performance. Many researchers have empirically tested this presumption but these are not properly applied and hypothesized on public sectors. Therefore, a research is necessary to undertake to assist the researchers and manager/owners for the sake of reinforcement of spirituality.
In modern world, the organizations which deliberately implemented spirituality can contribute to get the better performance from their employees (Rhodes, EdD, 2006). Spirituality focuses to enhance job satisfaction in the organization (Harung, H.S, 1996). Scholars addressed the human side of experience of spirituality, which helps to reduce the stress, conflict, increase creativity and solve the organizational problems (Tischler, L., Biberman, J., and McKeage, R., 2002). Spirituality increases the job involvement (Kolodinsky, R.W, Giacalone, and R. A, and Jurkiewicz, C. L., 2008) and also increases honesty commitment and trust (Krishnakumar and Neck 2002), it also improve the performance of the work in the organization (Duchon and Plowman 2005). Spirituality training and development is very important elements for any organization.
Aim of the study:
Organizations and businesses are the backbone of any economy. Employees are considered as the asset of any organization. Many 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. Outcomes of their dissatisfaction show in low performance and low organization performance. They work only with their hands and do not work with their spirit.
Spirituality in workplace is an important factor used to enhance job satisfaction, job commitment, job involvement and the n increases organizational performance. Organizations which keep on developing spiritual training practices in their workplace can get the higher productivity, higher job satisfaction, positive ethical behavior and values of employees (Tim Lowder, 2005). Spiritual training programs can reduce more than 80% problems of employees and organization. This spiritual training & 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 organization performance. For reducing the stress, conflict, fear and depression I used different spirituality techniques 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. So it is important to study that which factors lead toward organizational performance so that I can explore these steps for the development of employees and organizational performance.
Research objectives: 1. To analyze that how spiritual training and development programs enhance the performance of the Government bank employees. 2. To determine that which factors affect the performance of the Govt. bank employees. 3. To ensure that spiritual training and development programs can make the employees to work with honesty and sympathy.
Research questions: 1. What is the impact of spiritual TDP on the performance of the Government bank employees? 2. What are the factors that increase the spirituality? 3. What are levels of spirituality to check the performance of Government banks employees?

Variables:
Dependent Variable: * Organization Performance
Independent Variables: * Spiritual Counselor Expertise * Religious based knowledge * Spiritual Training& Development Programs * Job satisfaction * Job commitment * Job involvement
Conceptual Framework:
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.

Spiritual Counselor Expertise

Religious based knowledge
Effective Spiritual training program * On the job * Off the job
Job satisfaction
Job commitment
Job involvement
Organizational performance

Spiritual Counselor Expertise has positive impact to enhance the spiritual training and development programs. Religious based knowledge has positive impact to enhance the spiritual training and development programs. Spiritual Training & Development Programs dimensions have significant influence on job satisfaction. Spiritual Training & Development Programs dimensions have significant influence on job commitment. Spiritual Training & Development Programs dimensions have significant influence on job involvement. Job satisfaction has positive relation with organization performance. Job commitment has positive relation with organization performance. Job involvement has positive relation with organization performance.

Literature Review
Spirituality refers to inner feeling thoughts, values and believes which express human behavior in the workplace.
Now- a- days, spirituality at the workplace has received more attention from the professionals, scholars and academics (Wright 2005; Poole, 2007; Swinton 2007; Bell 2008). Workplace spirituality has been 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" (Giacalone and jurkiewicz, 2003).Despite focus on the definition of spirituality the practitioners pay more attention towards the aspects of spirituality (Robinson, 2003).Some past studies relates spirituality to religion but in modern context scholars have introduced several aspects of spirituality like personal values and beliefs (Neck and Milliman, 1994).According to Mitroff and Denton (1999,p.83) spirituality creates inner feelings and being connect the employees among themselves in the organization. “Spirituality involves understanding the significance of employees finding meaning in their work and displays a genuine concern for the “whole” person, not just the employee” (Bolman & Deal, 2003). Some scholars relate spirituality to the values and connectedness of all employees but workplace spirituality is also known as a highly individual and theoretical construct (Gibbons, 2000).Spirituality concentrates on the improvement of the employees entire self so they behave in sympathetic manner toward their subordinates and workers(Zafar, 2010).
Spirituality makes innovation in environment of organization when these organizations start to apply spirituality in their workplace (Petchsawanga and Duchon, 2012). It can enhance the three factors (job satisfaction, job involvement and job commitment) in the organizations (Deming, 1986; Jackson, 2004). Organizations having high spirituality can better perform their goals by 86% more than those organizations which have less spirituality (Lloyd, 1990). Spirituality improves the job commitment among employees and organization so, that indicate they are more loyal toward the workplace (Mowday et al., 1979; Guimareas, 1997; Luthans, 1996).Job satisfaction also plays a very significant role in the organization performance when the employees are satisfied with the job security, company strategy, promotional programs and salary conditions they can reduce the turnover of the employees in the organization (Chakrabarty,2007; Jaramillo, 2006). Job involvement increases the employee’s level of interest, performance and reliability with their self at workplace (Pinder, 1998). “Attitudes of employees in organizations with high levels of spirituality are positive, supportive of the organization, and demonstrate commitment to a much greater degree than in organizations without such values (Milliman et al., 2001; Pfeffer and Vega, 1999)”.
This paper focuses on to give Spiritual training to employees of government banks. Spiritual Training and development program (TDP) is very significant to improve the behavior or attitudes toward management. Spirituality 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 organization (Hage, 2006).Many 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 adjust in that organization. We apply two methods of training on the job and off the job techniques. On the job techniques are provided to those employees who have regular job and off the job techniques include conferences, discussion and orientations are for new employees. Training techniques give guarantee to owners improve their chances of success. A well trained mind is considered to be a talent and asset in the organization. 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 job analyses, can take decisions more appropriately, handle the situation, recognize interpersonal relationship and perform their jobs and goals effectively (Petchsawanga and Duchon,2012).On the job training technique will result in 40% increase in productivity and 35 % enhance the morale of the organization.
Employees’ spiritual training impact on their spirituality and the spirituality enhances organization productivity and performance. Spiritual training is very helpful in the organization to reduce the stress, work overload, clash and absenteeism which make employees life well (Karakas, 2010).
Training programmers provided in organizations have very long lasting effects on organization performance (Blundell, Dearden, Meghir and Sianesi, 1999). 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 organization. These spiritual training will enhance their personal values and make them more satisfied, committed and involved with organization. Consequently, there will be increased organization performance. Mostly two types of trainings are given in organizations.
1: On the job training
2: Off the job training
On the Job Training:
Trainings provided on job have significant influence on organization performance (Blundell, Dearden, Meghir and Sianesi, 1999). We are using Islamic and ethical internships and by telling Islamic and ethical stories on job.
Off the Job Training:
Off the job training of employees are conducted at a site away from their actual working in organization. We are using Islamic lectures seminars and case studies.
Spiritual counselor’s experts are used to support spiritual training programs for employees in an organization. They enhance the spirituality among employees. Expert group of counselors competently educate and integrate issues relating to religious and spiritual values in their counseling training programs given to employees in organization (Craig S, Cashwell and J. Scott Young, 2004).
Religious based knowledge supports spiritual training programs to enhance the knowledge of employees about spirituality. An organization practicing religious based knowledge in their workplace can get maximum outcomes from their employees. Religious based knowledge objectives are established to support training of spirituality and religion and their incorporation into organizational curricula (Grabovac, MD, Ganesan, 2003).
Job satisfaction focuses on every single employee’s feelings. Normally, employee’s satisfaction and dissatisfying with their job doesn’t depend on the nature of job, but it depends on the outcome which an individual expect from his job that an organization will provide him (Barriball, 2005). Job satisfaction depends on staff satisfaction which works in the organization. Employees having high level of satisfaction have positive attitude toward their job so, job satisfaction enhance the organization performance (Latif, 2013).
Spiritual values enhance the employee’s commitment toward job and organization (Kouzes and Posner, 1995). Organizational commitment is strongly linked to enhance the organization performance (Milliman, Czaplewski and Ferguson, 2003). Spirituality has positive relationship with job commitment of employees towards workplace (Adawiyah, Shariff, Saud and Mokhtar, 2011).
Through spiritual training, there is increase in job involvement which creates positive effects on organizational performance (Robbins and Judge, 2012) . Job involvement can develop organizational success and enhance performance by engaging staff more in their job, and make their work a more significant on the workplace(Mahadevan ,2010).Some studies support this fact that applying spirituality at workplace results in enhancement of organizational performance and productivity (Dent, Higgins and Wharff, 2005;Fernando, 2005).Many scholars focus on this point that spirituality can be applied in organization to enhance and increase organizational performance (Ashmos and Duchon, 2000; Garcia-Zamor, 2003; Giacalone and Jurkiewicz, 2003a; Fry, 2005)Job satisfaction, job involvement and job commitment have positive impact on organization performance. Inner feeling of a person towards his job commitment and engaging of an employee towards the organization increase organization performance.
Conceptual Framework:
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

Hypothesis
H1: Spiritual Counselor Expertise has positive impact to enhance the spiritual training and development programs.

H2: Religious based knowledge has positive impact to enhance the spiritual training and development programs.

H3: Spiritual Training & Development Programs dimensions have significant influence on job satisfaction.

H4: Spiritual Training & Development Programs dimensions have significant influence on job commitment.

H5: Spiritual Training & Development Programs dimensions have significant influence on job involvement. H6: Job satisfaction has positive relation with organization performance.

H7: Job commitment has positive relation with organization performance.

H8: Job involvement has positive relation with organization performance.
Discussion of relationship between the dependent and independent variables
Spiritual Counselor Expertise has positive impact to enhance the spiritual training and development programs. Religious based knowledge has positive impact to enhance the spiritual training and development programs. Spiritual Training & Development Programs dimensions have significant influence on job satisfaction. Spiritual Training & Development Programs dimensions have significant influence on job commitment. Spiritual Training & Development Programs dimensions have significant influence on job involvement. Job satisfaction has positive relation with organization performance. Job commitment has positive relation with organization performance. Job involvement has positive relation with organization performance.

Methodology 1. Theoretical Background:
Spirituality refers to inner feeling thoughts, values and believes which express human behavior in the workplace. Workplace spirituality has been 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" (Giacalone and jurkiewicz, 2003). Despite focus on the definition of spirituality the practitioners pay more attention towards the aspects of spirituality (Robinson, 2003). Some past studies relates spirituality to religion but in modern context scholars have introduced several aspects of spirituality like personal values and beliefs (Neck and Milliman, 1994). According to Mitroff and Denton (1999, p.83) spirituality creates inner feelings and being connect the employees among themselves in the organization. “Spirituality involves understanding the significance of employees finding meaning in their work and displays a genuine concern for the “whole” person, not just the employee” (Bolman & Deal, 2003). Some scholars relate spirituality to the values and connectedness of all employees but workplace spirituality is also known as a highly individual and theoretical construct (Gibbons, 2000). Spirituality concentrates on the improvement of the employee’s entire self so they behave in sympathetic manner toward their subordinates and workers (Zafar, 2010).
Spirituality makes innovation in environment of organization when these organizations start to apply spirituality in their workplace (Petchsawanga and Duchon, 2012). It can enhance the three factors (job satisfaction, job involvement and job commitment) in the organizations (Deming, 1986; Jackson, 2004). Organizations having high spirituality can better perform their goals by 86% more than those organizations which have less spirituality (Lloyd, 1990). Spirituality improves the job commitment among employees and organization so, that indicate they are more loyal toward the workplace (Mowday et al., 1979; Guimareas, 1997; Luthans, 1996).Job satisfaction also plays a very significant role in the organization performance when the employees are satisfied with the job security, company strategy, promotional programs and salary conditions they can reduce the turnover of the employees in the organization (Chakrabarty, 2007; Jaramillo, 2006). Job involvement increases the employee’s level of interest, performance and reliability with their self at workplace (Pinder, 1998). “Attitudes of employees in organizations with high levels of spirituality are positive, supportive of the organization, and demonstrate commitment to a much greater degree than in organizations without such values (Milliman et al., 2001; Pfeffer and Vega, 1999)”.
This paper focuses on to give Spiritual training to employees of government banks. Spiritual Training and development program (TDP) is very significant to improve the behavior or attitudes toward management. Spirituality 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 organization (Hage, 2006).Many 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 adjust in that organization. We apply two methods of training on the job and off the job techniques. On the job techniques are provided to those employees who have regular job and off the job techniques include conferences, discussion and orientations are for new employees. Training techniques give guarantee to owners improve their chances of success. A well trained mind is considered to be a talent and asset in the organization. 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 job analyses, can take decisions more appropriately, handle the situation, recognize interpersonal relationship and perform their jobs and goals effectively (Petchsawanga and Duchon,2012).On the job training technique will result in 40% increase in productivity and 35 % enhance the morale of the organization.
Employees’ spiritual training impact on their spirituality and the spirituality enhances organization productivity and performance. Spiritual training is very helpful in the organization to reduce the stress, work overload, clash and absenteeism which make employees life well (Karakas, 2010).
Training programmers provided in organizations have very long lasting effects on organization performance (Blundell, Dearden, Meghir and Sianesi, 1999). 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 organization. These spiritual training will enhance their personal values and make them more satisfied, committed and involved with organization. Consequently, there will be increased organizational performance.

1. Theory of Variables 1. Organization Performance:
Performance refers to those behaviors that have been evaluated or measured as to their contribution to organizational goals (Cook and Hunsaker, 2001). Behavior modification that is according to Armstrong (2011) must be the outcome of training programme contributes to organizational performance. In the same light, Gareth (2003) defines organizational performance as a measure of how efficiently and effectively managers use resources to satisfy customers and achieve organizational goals. Therefore, employee efficiency and effectiveness simply link organizational performance. (Aswathappa 2008) indicates that performance is essentially what an employee does or does not do. ii. Spiritual Counselor Expertise:
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 unique perspective on transpersonal issues that affects employee’s performance (Soma Ganesan, MD, FRCPC, 2003). iii. Spiritual Training & Development Programs:
It reviews the literature on workplace spirituality, pointing out emergent theories and examining the links between this phenomenon and organizational 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 organizations where emphasis on spiritual values has had an impact on work productivity (Aswathappa 2008). iv. Job satisfaction:
Employee motivation is one of the most important concepts in the fields of organizational behavior and human resource management. Employee motivation is the key to organizational effectiveness and is a predictor of performance and job satisfaction (Ghafoor, 2011; Lather and Jain, 2005). Motivated employees are the cornerstones of any organization (Anderfuhren, et al., 2010) and help organizations to survive (Smith, 1994). v. Job 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 (Nel et al., 2001). Oluseyi and Ayo (2009) assert that levels of employee performance rely not only on the employee's actual skills, but also on the level of motivation they exhibit. Therefore, productivity and retention of employees are considered as functions of employee motivation (Lord, 2002). Training programs also exert influence on factors such as employee turnover, as well as job satisfaction and organizational commitment (Mitchell et al., 2001). vi. Job involvement:
It examined whether variables at individual, unit, and sub organization levels influence the extent to which the knowledge and skills learned in employee involvement (EI) training are generalized beyond specific EI activities. Training generalization occurs when the knowledge and skills learned in training for a specific purpose in one context (e.g., EI training for use in quality circles) are applied by trainees in another context (e.g., regular job duties).
Definitions of Variables
On the Job Training:
Trainings provided on job have significant influence on organization performance (Blundell, Darden, Meagher and Siamese, 1999). We are using Islamic and ethical internships and by telling Islamic and ethical stories on job.
Off the Job Training:
Off the job training of employees are conducted at a site away from their actual working in organization. We are using Islamic lectures seminars and case studies.
Spiritual counselor’s experts are used to support spiritual training programs for employees in an organization. They enhance the spirituality among employees. Expert group of counselors competently educate and integrate issues relating to religious and spiritual values in their counseling training programs given to employees in organization (Craig S, Cashwell and J. Scott Young, 2004)
Religious based knowledge supports spiritual training programs to enhance the knowledge of employees about spirituality. An organization practicing religious based knowledge in their workplace can get maximum outcomes from their employees. Religious based knowledge objectives are established to support training of spirituality and religion and their incorporation into organizational curricula (Grabovac, MD, Ganesan, 2003)
Job satisfaction focuses on every single employee’s feelings. Normally, employee’s satisfaction and dissatisfying with their job doesn’t depend on the nature of job, but it depends on the outcome which an individual expect from his job that an organization will provide him (Barriball, 2005). Job satisfaction depends on staff satisfaction which works in the organization. Employees having high level of satisfaction have positive attitude toward their job so, job satisfaction enhance the organization performance (Latif, 2013).
Spiritual values enhance the employee’s commitment toward job and organization (Kouzes and Posner, 1995). Organizational commitment is strongly linked to enhance the organization performance (Milliman, Czaplewski and Ferguson, 2003). Spirituality has positive relationship with job commitment of employees towards workplace (Adawiyah, Shariff, Saud and Mokhtar, 2011).
Through spiritual training, there is increase in job involvement which creates positive effects on organizational performance (Robbins and Judge, 2012) . Job involvement can develop organizational success and enhance performance by engaging staff more in their job, and make their work a more significant on the workplace(Mahadevan ,2010).Some studies support this fact that applying spirituality at workplace results in enhancement of organizational performance and productivity (Dent, Higgins and Wharff, 2005;Fernando, 2005).Many scholars focus on this point that spirituality can be applied in organization to enhance and increase organizational performance (Ashmos and Duchon, 2000; Garcia-Zamor, 2003; Giacalone and Jurkiewicz, 2003a; Fry, 2005)Job satisfaction, job involvement and job commitment have positive impact on organization performance. Inner feeling of a person toward his job commitment and engaging of an employee towards the organization increases organization performance. 3. Data collection:
I will select the sample from the population of government banks employees of National banks, Bank of Punjab. I will select the sample data from male and female of these bank employees to check their performance by using spiritual training program. Sample size for my research is 20. Sampling techniques 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. That’s why my sampling technique for research is stratified sampling technique for collection of data from government banks employees (Male and Female).
In this study, I target the population for the research about “spiritual training and development programs” from the government bank employees to check the organization 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 Govt. banks. Unit 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. Every individual has its own different opinion, experience and perception regarding this. 4. Study Design: My 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. Study can be descriptive and causal. Study is said to be causal when I need to explore or find out any relation or impact of one variable on other. 5.
Data Analysis and Results
RELIABILITY ANALYSIS:
Reliability 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. However, I have calculated the reliability on the basis of inter-item consistency. From the SPSS I obtained following results:
Table NO.1
Reporting of reliability Sr. No | | Variables | Reliability | | No. of items | 1 | | SCE | .623 | | 5 | 2 | | RBK | .801 | | 5 | 3 | | JS | .800 | | 5 | 4 | | JC | .842 | | 5 | 5 | | JI | .818 | | 5 | 6 | | OP | .805 | | 5 |
Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)
Results
Reliability 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 Chronbach Alpha should be greater or equal to 0.60.
For Job Satisfaction value is 0.800 which is also greater than 0.60.for Job Commitment 0.842 which is also greater than 0.60.for Job Involvement the value of Chronbach alpha is 0.818which is also greater than 0.60 for Organization Performance the value is 0.818 which is also greater than 0.60 so it is also reliable .So, all the values of variables are significant because these are greater than 0.60 hence our instrument is reliable
Exploratory Factor Analysis:
“Factor 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 (Bryman & Cramer 1999).”
Table No.2 Reporting of exploratory factor analysis S.NO. | SEC | RBK | JS | JC | JI | OP | 1 | C1 | C2 | C1 | C2 | C1 | C2 | C1 | C2 | C1 | C2 | C1 | C2 | | .611 | .641 | .551 | .740 | .833 | -.304 | .725 | .628 | .600 | -.697 | .706 | .672 | 2 | .796 | .431 | .515 | .767 | .910 | -.282 | .822 | .506 | .655 | -.632 | .718 | .658 | 3 | .225 | .674 | .904 | -.176 | .860 | -.289 | .765 | -.192 | .857 | -.318 | .750 | -.483 | 4 | .694 | -.639 | .883 | -.393 | .677 | .601 | .799 | -.483 | .845 | -.330 | .805 | -.389 | 5 | .755 | - .587 | .837 | -.355 | .423 | .832 | .807 | -.419 | .848 | -.331 | .766 | .774 | KMO | 0.554 | . | .653 | | .672 | | .633 | | .642 | | .666 | | Bartlett’s | .000 | | .000 | | .000 | | .000 | | .00 | | .000 | | Variance% | 42.209% | 36.078% | 57.303% | 28.927% | 57.960% | 26.192% | 61.495% | 21.930% | 59.138% | 24.104% | 56.211% | 27.893% |
Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)
Results:
Exploratory factor analysis is used to identify the inter link of the stated variables. For this purpose every question for every variable is analyzed to check that how much each question explaining the variable. It is refer to the loading score and should more than 0.4 (Carole l. Kimberlin, 2008).The KMO and Bartlett’s score is used to analyze and check suitability of the sample size and of the question respectively whether it is reflecting according to the study needs or not. The KMO score for being valid must be more than the 0.60 (Kaiser, 1974) and the Bartlett’s value must be significant which means the value must be less than the 0.05.
The above table shows the loading score of the entire variable and most of them present it is more than 0.4. But in case of SCE and RBK loading score is less than 0.3 and this is also acceptable as the size 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 0.3 (M.-K. Kim et al, 2004).

Correlation
Reporting of correlation

Variables | SEC | | RBK | JS | | JC | | JI | | OP | | SCE | 1 | | | | | | | | | | | | RBK | 0.692** | | 1 | | | | | | | | | | JS | 0.377** | | 0.264** | 1 | | | | | | | | | JC | 0.631** | | 0.147 | 0.263** | | 1 | | | | | | | JI | 0.298** | | 0.191 | -.089 | | 0.289** | | 1 | | | | | OP | 0.250* | | 0.212* | 0.107 | | 0.202* | | 0.193 | | 1 | |

Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)
* reflect that Correlation is significant at the 0.05 level ** reflects that Correlation is significant at the 0.01 level)
Results
It is the analysis of Correlation in which we check the strength and direction of our instrument. Here the range is in between the 0-1, means our highest value can be 1 and lowest can be 0, as the score will be higher than the Zero (0) as the two variables will have strong correlation among each other.
Descriptive Statistics:
After data cleaning and screening, I am in a position to get our variables from the items. For this purpose, I had transformed the items into representing variable. SPSS 19.0 provides a function to transform and compute variable. After computing the variables; I had applied descriptive statistics tools on the computed variables and obtained following results
Table 3
Reporting of descriptive statistics: Variables | MAX | MIN | MEAN | VARIANCE | S.D | SKEWNESS | RANGE | SCE | 7 | 5.20 | 6.1700 | .267 | .51669 | -.057 | 1.80 | RBK | 7 | 5 | 6.2400 | .361 | .60101 | -2078 | 2.00 | JS | 7 | 5 | 6.1980 | .349 | .59118 | -.086 | 2.00 | JC | 7 | 5 | 6.148 | .409 | .63920 | .018 | 2.00 | JI | 7 | 5 | 6.1620 | .376 | .61279 | -.187 | 2.00 | OP | 7 | 5 | 6.1620 | .367 | .60616 | -.390 | 2.00 |
Note. (SCE= Spiritual Counselor Expertise, RBK= Religious based knowledge, JS= Job satisfaction, JC= Job commitment, JI= Job involvement, OP= Organizational performance)

Results
The above results in the table show the descriptive analysis of the data. The descriptive analysis aims to summarize 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:

Content | Coefficient | Std. error | t-value | p-value | Hypothesis | Constant(JS ) | 3.530 | .686 | 5.147 | .000 | | SCE | .426 | .149 | 2.858 | .005 | H1:supported | RBK | .006 | .128 | .048 | .962 | H2:Not supported |
Note :( r2=.142), (F=8.026=.001a), (p value <.05) Content | Coefficient | Std. error | t-value | p-value | Hypothesis | Constant(JC) | 2.081 | .531 | 3.917 | .000 | | SCE | 1.257 | .115 | 10.885 | .000 | H3:supported | RBK | -.591 | .091 | -5.955 | .000 | H4:supported |
Note: :( r2=.560), (F=61.634=.000a), (p value <.05) Content | Coefficient | Std. error | t-value | p-value | Hypothesis | Constant(JI) | 4.02 | .733 | 5.491 | .000 | | SCE | .377 | .159 | 2.367 | .020 | H5:supported | RBK | -.030 | .137 | -218 | 8.28 | H6: Not supported |
Note :( r2=.089), (F=4.736=.011a), (p value <.05)

Content | Coefficient | Std.error | t-value | p-value | Hypothesis | Constant(OP) | 3.849 | .93 | 4.102 | .000 | | JS | .089 | .106 | .834 | .407 | H7: Not supported | JC | .126 | .102 | 1.229 | .222 | H8: Not supported | JI | .161 | .104 | 1.552 | .124 | H9: Not supported |
Note :( r2=.089), (F=4.736=.011a),(p value <.05)
Results:
H1: Spiritual Counselor Expertise has positive impact on the job satisfaction. Hypothesis 1 the Spiritual Counselor Expertise significantly has positive impact on job satisfaction because its p-value is less than .005.
H2: Religious based knowledge has positive impact on job satisfaction.
Hypothesis 2 that the Religious based knowledge has positive impact on job satisfaction is not supported because its p-vale is not less than the .005.
H3: Spiritual Counselor Expertise has positive impact on the job commitment.
Hypothesis 1 the Spiritual Counselor Expertise significantly has positive impact on job satisfaction because its p-value is less than .005.
H4: Religious based knowledge has positive impact on job commitment. Hypothesis 4 the Religious based knowledge has positive impact on job commitment because its p-value is significant less than the 0.05.
H7: Job satisfaction has positive relation with organization performance. Hypothesis 7 that the JS has positive impact on OP is not supported. The ANNOVA value of job satisfaction should be less than 0.5 for its acceptance.
H8: Job commitment has positive relation with organization performance. Hypothesis 8 that the JC has positive impact on OP is not supported because of the reason that its value is not significant.
H9: Job involvement has positive relation with organization performance.
Hypothesis 9 that the JB has positive impact on OP is not supported because of the reason that its value is not significant that the JB has positive impact on but it not significant for the implication on population.

5. Suggestion
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 organizational 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 employee’s performance in working conditions. 6. Conclusion
This study has important implications for research and practice. Due to the importance of training programs at banking level, researchers have conducted research on Effects of spiritual training and development programs on Government 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 organizations. Banks 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 Organization’s performance. 7.
Reference List: * Andrea D Grabovac, MD, FRCPC1, Soma Ganesan, MD, FRCPC (2003). “Spirituality and Religion in Canadian Psychiatric Residency Training.” The Canadian Journal of Psychiatry Original Research. * Ashmos, D. P. and Duchon, D (2000). “Spirituality at work: A conceptualization and measure.”Journal of Management Inquiry, 9(2), 134-144. * Badrinarayanan, V. and Madhavaram, S. (2008), “Workplace spirituality and the selling
Organization: a conceptual framework and research propositions”, Journal of Personal
Selling & Sales Management * Carole L Jurkiewicz; Robert A Giacalone (2004). “A Values Framework for Measuring the Impact of Workplace Spirituality on Organizational Performance”. Journal of Business Ethics. * Cacioppe, R., (2000). “Creating spirit at work: Re-visioning organization development and leadership” Leadership and Organization Development Journal, 21(2), 48-54 * Craig S. Cashwell and J. Scott Young (2004). “Spirituality in Counselor Training: A Content Analysis of Syllabi from Introductory Spirituality Courses.” Journal of Counseling and Values. * Dehler, G. E. and Welsh, M. A.,( 2003). The experience of work: Spirituality and the new workplace.In: R. A. Giacalone and C. L. Jurkiewicz, eds. Handbook of Workplace Spirituality and Organizational Performance. * Duchon, D. and Plowman, D. A.,( 2005). Nurturing the spirit at work:impact of unit performance. . The Leadership Quarterly.

Appendices:
Questionnaire
(Strongly Disagree=1 Some What Disagree=2 Disagree=3 Neutral=4 Agree=5 Some What Agree=6 Strongly Agree=7 | Spiritual Counselor Expertise | 1 | If spiritual counselor will give us spiritual awareness in training program I will be motivated. | 1 2 3 4 5 6 7 | 2 | If spiritual counselors purify our souls in training I will feel a deep sense of joy. | 1 2 3 4 5 6 7 | 3 | The focus of Spiritual Counselor Expertise in banks is to develop awareness of the presence of God in one’s life in the context of a trusted relationship. | 1 2 3 4 5 6 7 | 4 | Spiritual Counselor Expertise is required in more intense in government banks than in the private institution. | 1 2 3 4 5 6 7 | 5 | Spiritual Counselor Expertise is taking into account only for the performance appraisal of bank employees. | 1 2 3 4 5 6 7 | Religious based knowledge | 1 | If our organization will provide Islamic ethics to us in training I will more sympathetic towards my colleagues. | 1 2 3 4 5 6 7 | 2 | If our organization will provide Islamic speeches to us in training I will be more aware about my religion. | 1 2 3 4 5 6 7 | 3 | Religious based knowledge will help me to work honestly. | 1 2 3 4 5 6 7 | 4 | Religious knowledge will increase my work ethics. | 1 2 3 4 5 6 7 | 5 | Religious and spiritual beliefs and practices are important in the lives of bank employees. | 1 2 3 4 5 6 7 | Job satisfaction | 1 | I feel close to the people at work | 1 2 3 4 5 6 7 | 2 | I feel secure about my job | 1 2 3 4 5 6 7 | 3 | I receive useful feedback on my performance. | 1 2 3 4 5 6 7 | 4 | I am able to access relevant learning and developing opportunities from my job. | 1 2 3 4 5 6 7 | 5 | In my organization, there are opportunities for me to develop my skills. | 1 2 3 4 5 6 7 | Job commitment | 1 | I would be happy to spend the rest of my career with this organization | 1 2 3 4 5 6 7 | 2 | I enjoy discussing my organization with people outside it. | 1 2 3 4 5 6 7 | 3 | Unless something wrong, I will continue to work with this organization. | 1 2 3 4 5 6 7 | 4 | I feel a strong sense of belonging to my organization. | 1 2 3 4 5 6 7 | 5 | I feel like part of family at my organization. | 1 2 3 4 5 6 7 | Job involvement | 1 | Purpose and mission of my job is important for me | 1 2 3 4 5 6 7 | 2 | I am utilizing myself and my potential as a whole to this organization | 1 2 3 4 5 6 7 | 3 | I am satisfied from my work. | 1 2 3 4 5 6 7 | 4 | I have a passion for my job. | 1 2 3 4 5 6 7 | 5 | I often remain busy in my work. | 1 2 3 4 5 6 7 | Organizational performance | 1 | My individual goals directly support the goals of the organization | 1 2 3 4 5 6 7 | 2 | I regularly accomplish my work goals | 1 2 3 4 5 6 7 | 3 | My personal goals help the organization to achieve their goals. | 1 2 3 4 5 6 7 | 4 | My objectives have significant effect on organizational performance. | 1 2 3 4 5 6 7 | 5 | My goals are very important for organization to achieve their targets. | 1 2 3 4 5 6 7 | Gender | Male | Female | Work experienceYears | 5-10 | 10-15 | 15-20 | Age | 20 -25 | 25-30 | 30-above | Income (monthly) | 25000/ - 50000/- | 50000/ -75000/ - | 75000/ - 100000/- |