The buffering effects of spirituality at work: an investigation of job stress, health and work-life practices amongst academics

This study investigated the moderating effects of spirituality at work on job stress and health (well-being and ill-being) amongst Australian academics based on a spiritual appraisal model of stress and well-being. It also explored whether spirituality at work moderated the relationship between job stress and work-life balance and work-life conflict amongst Australian academics. A sample of 139 academic staff members employed in Australian universities (higher education and TAFE) anonymously completed a self-report questionnaire containing quantitative measures of spirituality at work (individual, work-unit and organisation-wide spirituality), health (well-being and ill-being), work-life balance, work-life conflict and job stress (job threat stress and job pressure stress). At the bivariate level, spirituality at work (individual, work-unit and organisation-wide levels), well-being, ill-being, job threat stress and job pressure stress correlated with each other. At the multivariate level however, each of the three levels of spirituality at work did not moderate the influence of job threat and pressure stress on both well-being or ill-being. Job threat stress significantly predicted decreased wellbeing and increased ill-being, but job pressure stress was not predictive of health. Age also significantly contributed to increased ill-being. At the bivariate level, all three levels of spirituality at work, job threat stress, job pressure stress, work-life balance and work-life conflict correlated with each other. Yet, at the multivariate level, spirituality at work unsuccessfully moderated the influence of job threat and job pressure stress on work-life balance and work-life conflict. Job threat stress and job pressure stress both significantly predicted decreased work-life balance and increased work-life conflict. The main effect of work-unit spirituality at work on work-life balance reached significance. Theoretical implications and practical implications for Human Resource Managers were discussed in terms of universities and businesses generally. Specifically, it was suggested that universities and businesses alike consider implementing stress management components into Human Resource Management employee well-being programs and initiatives. It was also suggested that HRM programs aimed at promoting work-life balance should integrate stress management and work-unit spirituality at work.