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Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
https://doi.org/10.24294/jipd8891
1
Article
Beyond the algorithm: The role of Spiritual Intelligence in fostering job
satisfaction in Sri Lankan IT professionals
Jindarat Peemanee1, Ranitha Sachinthana Weerarathna2,*, Tharuka Wickramasinghe2, Geethma Pathirana2,
Vageesha Rajapakse2, Yasora Perera2, Kaveen Kapurage2, Vinuri Samaraweera2, Sandali Ehalapitiya2
1 Mahasarakham Business School, Mahasarakham University, Maha Sarakham 44150, Thailand
2 SLIIT Business School, Sri Lanka Institute of Information Technology, Malabe 10115, Sri Lanka
* Corresponding author: Ranitha Sachinthana Weerarathna, ranitha.w@sliit.lk
Abstract: Spiritual Intelligence (SI) has become a key contributor towards enhancing
employee well-being and job satisfaction (JS) in the modern competitive business world. This
study examines the impact of SI on JS among Sri Lankan IT professionals, considering
gender’s role in this relationship. Analyzing data from 383 respondents using Partial Least
Square Structural Equation Modeling (PLS-SEM), the study reveals a strong positive
correlation between SI and JS, with no moderating effect on gender. The study highlights the
importance of embedding SI into HR and organizational policies to enhance workforce
resilience and retention while contributing to broader industry development and global
competitiveness in the IT sector.
Keywords: Spiritual Intelligence; job satisfaction; gender; IT sector
1. Introduction
Job satisfaction (JS) is crucial for reducing employee absenteeism and turnover,
enhancing commitment, and boosting productivity (Bezdrob and Sunje, 2021). High
JS leads to reduced stress, increased loyalty, and better work quality (Chen, 2006).
Among many prevailing factors affecting the JS of employees, Spiritual Intelligence
(SI) is gaining popularity in the area of management, with its relatedness to many
positive consequences at work (Mohamed et al., 2020). Spiritual Intelligence refers to
an internal capability that enhances self-awareness, enabling individuals to discern
right from wrong, confront challenges, and adapt to various situations (Skrzypinska,
2021; Zohar and Marshall, 2000). Therefore, by encompassing SI within, it could
lead an employee towards a deeper understanding of rationality and organizational
circumstances, face challenges boldly, and act effectively and meaningfully in
workplaces which would promote superior employee behavior leading to satisfaction
in the jobs they do (Chin et al., 2011).
Despite the growing interest in SI and its impact on JS, previous research has
largely focused on traditional, people-centric sectors such as academia, banking, and
healthcare (Kulshretha, 2017; Meghana and Mohan, 2020; Ravikumar and
Dhamodharan, 2014; Vem et al., 2024). In people-centric professions, the emotional
component of an employee’s work directly impacts JS. This is equally true for high-
tech industries such as Information Technology (IT) (Bezdrob and Sunje, 2021). As
one of the emerging sectors in the global economy, the IT industry’s growth and the
realization of its benefits largely depend on having satisfied employees (Dhanshetti
et al., 2021). While researchers agree that JS in this sector profoundly influences
CITATION
Peemanee J, Weerarathna RS,
Wickramasinghe T, et al. (2024).
Beyond the algorithm: The role of
Spiritual Intelligence in fostering job
satisfaction in Sri Lankan IT
professionals. Journal of
Infrastructure, Policy and
Development. 8(16): 8891.
https://doi.org/10.24294/jipd8891
ARTICLE INFO
Received: 30 August 2024
Accepted: 9 October 2024
Available online: 20 December 2024
COPYRIGHT
Copyright © 2024 by author(s).
Journal of Infrastructure, Policy and
Development is published by EnPress
Publisher, LLC. This work is licensed
under the Creative Commons
Attribution (CC BY) license.
https://creativecommons.org/licenses/
by/4.0/
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
2
productivity and overall sector development, the specific factors contributing to
satisfaction of IT sector employees remain unclear (Storey et al., 2019). Nevertheless,
extant studies have not extensively explored the high-tech, rapidly evolving IT
industry, particularly in the context of Sri Lanka, where the industry is of relatively
high relevance concerning economic relevance and job security. Adding to this,
given the high-stress and fast-paced environment of the IT sector, it is crucial to
investigate how SI might influence job satisfaction among IT professionals. Despite
existing literature highlighting SI as a key determinant of JS and considering the IT
sector’s critical role as a high-growth industry, the lack of studies examining the
impact of SI on IT professionals’ JS presents a notable empirical gap. Additionally,
while gender has been examined as a potential moderator in other sectors (Vem et al.,
2019; Weeratunga and Singh, 2019), its role in the IT industry remains unclear, with
limited empirical evidence. This study addresses the said gaps by examining the
relationship between SI and JS among IT professionals in Sri Lanka. Additionally, it
explores the moderating role of gender, providing insights into whether SI-driven
interventions can be effectively applied across diverse workforce demographics.
In this perspective, the present study holds significance in multiple ways. On
the theoretical front, it contributes to the growing body of literature on SI and its
impact on employee well-being, specifically in the IT sector, where research is
scarce (Storey et al., 2019). In fact, it examines the potential moderating role of
gender in the relationship between SI and JS, a factor that has been largely
overlooked in previous research (Vem et al., 2019; Weeratunga and Singh, 2019). On
a practical level, the findings of this study reveal valuable insights to Human
Resource (HR) managers and organizational leaders in the IT sector about the
potential benefits of integrating SI into employee development programs.
Additionally, the findings are expected to be instructive for practitioners in the IT
industry. By demonstrating a strong positive relationship between SI and JS among
IT professionals, this research highlights the importance of harmonizing SI
development into organizational practices. The lack of gender moderation suggests
that SI training can be universally applied across diverse workforce demographics,
making it a valuable tool for enhancing employee well-being and performance.
Accordingly, these insights provide a clear directive for the said parties to
incorporate SI-focused training programs to foster a more engaged, satisfied,
resilient and productive workforce, particularly within the context of Sri Lanka’s the
rapidly evolving IT sector.
2. Review of literature
2.1. Spiritual Intelligence
Spiritual Intelligence is the capacity to solve issues and create systems that
effectively achieve goals and objectives (Meghana and Mohan, 2020). Historically,
human intellect has been associated with the Intelligence Quotient (IQ), but SI
encompasses attributes such as compassion, integrity, wisdom, love, creativity, and
peace. Developing SI enhances self-awareness and broadens the capacity for
meaningful action, aligning one’s life with their true self (Negi and Khanna, 2017).
SI fosters a stable self-perception in workplace settings and helps align personal
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
3
values with a sense of purpose (George, 2006). It is a modern concept that shapes
attitudes and personalities, aiding individuals in making wise decisions and
enhancing their abilities (Hammouri and Alenzi, 2016). SI is further defined by a
person’s ability to observe the world, themselves, and how they want to live their
lives (Ronel and Gan, 2008). It involves creating a deep understanding of life’s
causes and using this insight to address problems (Khorshidi and Ebaadi, 2012).
According to King (2008), SI consists of flexible mental skills based on transcendent
and immaterial aspects of reality, particularly those involving awareness, integration,
and adaptability. Spirituality, often linked with SI, involves the formation of
aspirations and personal ideals, and the belief in a higher power. It is described as the
search for the divine, emphasizing the significance of discovering one’s unique path
to enlightenment (Negi and Khanna, 2017). Spirituality constructs value and culture
within the workplace, contributing to peace, delight, and love (Awais et al., 2015). SI
combines traits that help individuals solve daily problems and maintain a positive
outlook on life (Meghana and Mohan, 2020).
Spiritual Intelligence is increasingly recognized for its role in enhancing job
satisfaction across industries, particularly in high-stress environments like the IT
sector. Studies suggest that SI fosters resilience and reduces burnout, improving
overall well-being and performance (Sreeja et al., 2023). Research on SI in the IT
industry emphasizes that employees with higher SI are better equipped to handle the
rapid technological changes and tight deadlines key characteristics of this sector,
leading to improved JS (Aftab et al., 2022). Moreover, SI has been shown to foster
creativity and problem-solving, key drivers of innovation in IT professionals (Sreeja
and Mukherjee, 2018).
According to King (2008), SI entails four constructs namely, Critical Existence
Thinking, Personal Meaning Production, Transcendental Awareness and Conscious
State Expansion. Critical existence thinking is the ability to consider existential and
metaphysical questions, such as time, space, reality, and the nature of existence
(Oxford University Press, 2001). This construct involves perceiving value and
meaning in concrete situations and helping others find purpose and meaning in life
(Halama and Strizenec, 2004). Personal meaning production is the ability to
construct personal meaning and purpose in all events, serving as a coping
mechanism in stressful situations (Kiesling et al., 2006; King, 2008). This construct
helps individuals create meaning-based solutions, aiding in problem-solving and
enhancing understanding of human cognition. Transcendental awareness entails
recognizing transcendent dimensions of oneself and the physical world while in a
normal state of consciousness (Hamel et al., 2003). It includes the awareness of a
spiritual center, or self, and the realization of a unitive consciousness (Maslow, 1943).
Arnold (2018) emphasized that transcendent awareness helps young people channel
self-awareness into meaningful activities and advocacy, strengthening their
commitment to core values and societal contributions. Conscious state expansion is
the ability to enter and exit spiritual states of consciousness at will, such as during
meditation or prayer (King, 2008). This construct involves intentional cognitive
processes leading to higher states of awareness, which can enhance self-actualization
and performance (King, 2008). It is crucial for employees to enhance JS and
productivity in the workplace. As such, SI is traced as a multifaceted intelligence that
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
4
collectively contributes to an individual’s ability to navigate life’s challenges with a
deeper sense of purpose and meaning, fostering personal and professional growth.
In the context of the IT sector in Sri Lanka, fostering SI through leadership
programs and organizational culture can significantly enhance JS. Moreover, SI
development, when integrated into employee training, promotes emotional
intelligence, ethical decision-making, and a sense of purpose, all of which contribute
to JS (Essandoh et al., 2023). This is especially important in a sector characterized by
high burnout rates and staff turnover.
2.2. Job satisfaction
Job satisfaction is defined as the extent to which employees are content with
their jobs, encompassing various aspects such as satisfaction with coworkers,
managers, organizational policies, and the impact of work on personal life. Chen
(2006) describes JS as the emotional response and attitude towards the workplace,
influenced by factors like supervisor relationships, work environment, and job
fulfillment. When individuals achieve more job outcomes than expected, they
experience satisfaction, resulting in a pleasant emotional state due to the fulfillment
of intended values (Emmons, 2003). Hence, JS reflects positive and favorable
emotions, evaluated after assessing the holistic work context (Luthans, 2021; Reddy
and Kulshretha, 2019; Robbins and Sanghi, 2006). JS is categorized into intrinsic
and extrinsic satisfaction. Intrinsic satisfaction focuses on the nature of the work and
responsibilities, while extrinsic satisfaction centers on work conditions, including the
environment, supervisors, pay, and colleagues (Baylor, 2010). Satisfied employees
exhibit positive attitudes toward their jobs, whereas dissatisfied employees display
negative attitudes (Armstrong, 2006; Mohan and Vasumathi, 2024).
According to Qazi and Kaur (2017), JS is crucial for organizational health and
performance, as it is fundamentally linked to employee behavior and attitudes in
fulfilling workplace responsibilities. JS is related to various job aspects, including
pay, rewards, career development, workplace culture, and relationships with
coworkers (Mueller and Kim, 2008). It encompasses both favorable emotional and
behavioral aspects (Bernstein, 2008; Rajput; 2023). Board (2007) states that
appropriate incentives improve employee performance and satisfaction.
Opportunities and rewards as incentives significantly influence employee motivation
and satisfaction. Moreover, intangible incentives improve performance, encouraging
“thinking smarter” and supporting goal achievement (Broad, 2007; Tiwari et al.,
2023). Danish and Usman (2010) confirm a significant relationship between reward,
recognition, motivation, and satisfaction. Moreover, Ali and Ahmed (2009), suggest
that changes in employee awards or recognition directly impact work motivation and
satisfaction. Employees are more satisfied when their work environment aligns with
their needs and values (Abraham, 2012). The nature of work plays a crucial role in
JS. Research indicates that improving the physical work dimensions enhances firm
job satisfaction (Buhai et al., 2008). Singh and Slack (2016) note that motivational
factors, such as the nature of work and responsibility contribute to job satisfaction of
employees. Supervision is a key factor in JS (Nguyen et al., 2014). Qureshi and
Hamid (2017) argue that supervisory support helps employees perform tasks
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
5
effectively, providing feedback and performance reviews, leading to JS. As such,
opportunities and rewards, the nature of work, and supervision are insinuated in
literature as dimensions reflective of JS. The above explained literature supports the
hypothesis derived below.
Hypothesis 1: Spiritual Intelligence Significantly Impacts JS.
2.3. Gender as a moderator between SI and JS
The extant research insinuates instances where gender moderates the
relationship between spiritual intelligence and job satisfaction across different
professionals. In a recent study conducted considering academics, Vem et al. (2019),
claim to observe a difference in how SI impacted JS among male and female
academics. Moreover, research involving millennial workers found that spiritual
intelligence significantly influenced job satisfaction, with gender being a notable
moderating factor in this relationship, suggesting that gender roles and expectations
might shape how spiritual intelligence impacts job satisfaction (Weeratunga and
Singh, 2019). Affirming this, organizational commitment is seen to be influenced by
factors like SI that significantly impacts JS, and this relationship is moderated by
gender, highlighting that females might derive more JS from SI compared to males
(Sherer et al., 1982).
Hence, the below hypothesis is derived based on literature insights explained
above.
Hypothesis 2: Gender moderates the relationship between SI and JS.
3. Materials and methods
3.1. Participants
Data related to this study were collected from a sample of 450 respondents
drawn from the sample population of 81,741 IT professionals employed in IT
companies across all provinces in Sri Lanka (Information and Communication
Technology Agency of Sri Lanka, 2021), based on a snowball sampling technique
(Lonska et al., 2021). Snowball sampling was selected for this study due to its
effectiveness in accessing a niche population of IT professionals in Sri Lanka, who
may not be easily reachable through conventional sampling methods. Given the
close-knit nature of the IT industry, where professionals often operate within well-
established networks, this method allowed the researchers to leverage personal
connections for recruitment. Moreover, the snowball sampling method facilitated
faster data collection within the limited timeline, ensuring a representative sample
while maintaining privacy and discretion for participants. Additionally, this method
proved useful in overcoming the challenge of reaching professionals spread across
various IT organizations and roles, making it an apt choice for this research context.
Out of the total respondents approached, 420 reverted. Since 37 out of the collected
responses were incomplete, these were disregarded. Accordingly, only 383 responses
were considered as the analytical sample which capped the effective response rate at
91.2%.
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
6
3.2. Instrument
The data collection instrument used for this study was a well-structured
questionnaire, meticulously developed based on extant literature pertinent to the
research issue. The questionnaire consisted of closed-ended questions, where Likert
Scale-based answers were entertained. The questionnaire was administered in
English, as all participants were conversant in the said language. Therefore, no
translation into the local language was required. Spiritual Intelligence was measured
in light of four dimensions: Critical existential thinking (five indicators from CET1-
CET5), Personal meaning production (five indicators from PMP1-PMP5),
Transcendental awareness (four indicators from TA1-TA4) and Conscious state
expansion (five indicators from CSE1 to CSE5) on a Likert scale from 1 to 5, where
“1” denoted “strongly disagree” and “5” denoted “strongly agree”, adopted from the
Scale of Spiritual Intelligence Self-Report Inventory (King, 2008). Job Satisfaction
was measured in the light of 3 dimensions namely, Opportunity and Rewards (four
indicators from OR1 to OR4), Nature of Work (three indicators from NOW1-NOW3),
and Supervision (three Indicators from SU1-SU3), similarly to a Likert scale from 1
to 5 as explained before adopted from The Job Training and Job Satisfaction Survey
Technical Manual (Schmidt, 2004).
3.3. Research model and statistical analysis
The model prepared in the present study (See Figure 1) is referenced to
ascertain if the JS of an employee is impacted by the SI of the respective employee.
Moreover, the model attempted to determine if gender moderates the afore
relationship. As such, SI serves as the independent variable (which was
operationalized/tested via quadruple dimensions of Critical existential thinking,
Personal meaning production, Transcendental awareness, and Conscious state
expansion). Job satisfaction was measured via triple dimensions of Opportunity and
Rewards, Nature of Work and Supervision.
Figure 1. Conceptual model developed based on prior literature support.
In this study, the Partial Least Square approach to Structural Equation Modeling
(PLS-SEM) was utilized to analyze survey data. This approach was employed as it is
particularly effective for confirmatory research where multiple latent constructs are
being examined. Moreover, PLS-SEM encompasses the ability to handle complex
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
7
models with multi-dimensional constructs like SI and JS while working with a
sample size that is suitable and viable for this method (Hair et al., 2013). This
analysis used a dual-phase model construction approach, as suggested by several
scholars (Hair et al., 2013; Rigdon et al., 2010). The initial phase consisted of
assessing the measurement model, where reliability and validity were determined by
assessing factor loadings and Cronbach’s alpha coefficients for scales with multiple
items. Prior to model verification, a Confirmatory Factor Analysis (CFA) was
conducted to assess the construct validity and discriminant validity of the research
measures (Rönkkö and Cho, 2022). Furthermore, Harman’s single-factor test was
employed to rule out any potential common method bias (Podsakoff et al., 2003).
The structural model was then examined to see how the proposed relationships fit
into the research framework.
4. Results
Table 1 presents the socio-demographic statistics related to the study sample.
Table 2 presents the descriptive statistics of the variables, and Table 3 presents the
reliability and validity of the constructs used in the study.
Table 1. Sociodemographic results related to the research sample (N = 383).
Variables
N
%
Gender
Female
114
29.80%
Male
269
70.20%
Age
20–29 yrs
248
64.80%
30–39 yrs
120
31.30%
40–49 yrs
15
3.90%
Province/Territory
Central Province
52
13.60%
Eastern Province
9
2.30%
North Central Province
10
2.60%
North Western Province
4
1.00%
Northern Province
14
3.70%
Sabaragamuwa Province
3
0.80%
Southern Province
27
7.00%
Uva Province
2
0.50%
Western Province
262
68.40%
Source: Compiled based on authors’ research.
Table 2. Descriptive statistics.
Dimensions
Mean
Std. Deviation
Variance
Critical Existential Thinking
4.0200
0.67158
0.451
Conscious State Expansion
3.9100
0.88973
0.792
Transcendental Awareness
4.1900
0.71350
0.509
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
8
Table 2. (Continued).
Dimensions
Mean
Std. Deviation
Variance
Personal Meaning Production
4.2000
0.74066
0.549
Nature of the work supervision
4.3200
0.71941
0.518
Opportunity and Rewards
4.1200
0.67458
0.456
Supervision
3.4100
0.80773
0.702
Source: Smart PLS results.
Table 3. Construct reliability and validity.
Construct
Indicator reliability
Internal Consistency Reliability
Convergent Validity
Loadings
t-statistic
Composite reliability
Cronbach’s alpha
AVE
1.
Critical Existential Thinking
CET1
0.710
4.057
0.806
0.864
0.560
CET2
0.789
7.385
CET3
0.708
6.366
CET4
0.789
6.860
2.
Conscious State Expansion
CSE1
0.806
5.182
0.882
0.909
0.626
CSE2
0.792
4.578
CSE3
0.819
5.332
CSE4
0.794
3.111
CSE5
0.775
6.086
3.
Transcendental Awareness
TA1
0.745
6.616
0.822
0.909
0.636
TA2
0.742
5.727
TA3
0.758
7.376
TA4
0.801
8.704
4
Personal Meaning Production
PMP1
0.726
6.586
0.862
0.904
0.655
PMP2
0.831
7.897
PMP3
0.891
10.011
PMP4
0.760
7.636
PMP5
0.827
10.779
5
Nature of the work
NOW1
0.798
5.956
0.825
0.884
0.656
NOW2
0.871
7.839
NOW3
0.814
6.685
6.
Opportunity and Rewards
OR1
0.862
6.016
0.880
0.911
0.673
OR2
0.821
5.707
OR3
0.814
7.376
OR4
0.824
5.704
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
9
Table 3. (Continued).
Construct
Indicator reliability
Internal Consistency Reliability
Convergent Validity
Loadings
t-statistic
Composite reliability
Cronbach’s alpha
AVE
7. Supervision
SU1
0.842
5.182
0.817
0.919
0.666
SU2
0.756
4.578
SU3
0.854
8.332
Source: Smart PLS results.
The descriptive statistics of the variables, as presented in Table 2, indicate that
the mean values are approximately 4. Additionally, the standard deviation of all
variables was around 1, suggesting that the data exhibit low dispersion and are
closely clustered around the mean.
Indicator reliability measures how well individual items reflect their constructs,
using factor loadings and t-statistics. Internal consistency reliability evaluates
uniformity within a construct via composite reliability and Cronbach’s alpha, with
composite reliability offering a more precise estimate. Convergent validity assesses a
construct’s correlation with alternative measures, using Average Variance Extracted
(AVE). An AVE of 0.5 or higher indicates sufficient convergent validity, meaning the
construct explains over half the variance in its items.
Assessing SI on the previously explained four constructs, indicator reliability
for the Critical Existential Thinking construct was demonstrated through loadings
ranging from 0.708 to 0.789, with significant t-statistics between 4.057 and 7.385.
This indicates strong correlations between individual items and the underlying
construct. The internal consistency of this construct was high, as evidenced by a
composite reliability of 0.806 and a Cronbach’s alpha of 0.864, suggesting that the
items consistently measure the same concept. The AVE was 0.560, supporting the
convergent validity of the construct by explaining a substantial portion of the
variance in its items. The Conscious State Expansion construct showed robust
indicator reliability, with loadings between 0.775 and 0.819 and t-statistics ranging
from 3.111 to 6.086, confirming reliable item-construct relationships. Internal
consistency reliability was excellent, with composite reliability of 0.882 and
Cronbach’s alpha of 0.909. The AVE of 0.626 further confirmed good
convergentvalidity, indicating that the construct captures the bulk of the variance of
the variance in its indicators. Transcendental Awareness demonstrated reliable
measurement with loadings from 0.742 to 0.801 and t-statistics between 5.727 and
8.704. Internal consistency was robust, with a composite reliability of 0.822 and a
Cronbach’s alpha of 0.909. The AVE for this construct was 0.636, indicating
adequate convergent validity by showing that the construct explains a significant
portion of the variance in its items. For Personal Meaning Production, indicator
reliability was strong, with loadings ranging from 0.726 to 0.891 and t-statistics
between 6.586 and 10.779. The internal consistency of this construct was high,
reflected in a composite reliability of 0.862 and a Cronbach’s alpha of 0.904. An
AVE of 0.655 indicated good convergent validity, suggesting that the construct
captures a substantial portion of the variance in its items.
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
10
Assessing JS based on the previously explained three constructs, The Nature of
the Work construct exhibited reliable measurement with loadings from 0.798 to
0.871 and t-statistics between 5.956 and 7.839. Internal consistency was high, with a
composite reliability of 0.825 and a Cronbach’s alpha of 0.884. The AVE was 0.656,
indicating adequate convergent validity and confirming that the construct explains a
majority of the variance in its indicators. Opportunity and Rewards showed strong
indicator reliability with loadings between 0.814 and 0.862 and t-statistics from
5.704 to 7.376. The internal consistency of this construct was excellent, with a
composite reliability of 0.880 and a Cronbach’s alpha of 0.911. An AVE of 0.673
confirmed good convergent validity, suggesting that the construct captures a
significant portion of the variance in its items. The Supervision construct
demonstrated reliable item-construct relationships with loadings from 0.756 to 0.854
and t-statistics between 4.578 and 8.332. Internal consistency was high, as evidenced
by a composite reliability of 0.817 and a Cronbach’s alpha of 0.919. The AVE of
0.666 confirmed adequate convergent validity, indicating that the construct explains
a significant portion of the variance in its items.
The subsequent assessment of the structural model focused on the two
hypotheses related to the study. The path coefficient for the SI variable was 0.295,
indicating a positive linear relationship between SI and JS among IT professionals.
The t-value of 2.939 for this path coefficient with a corresponding p-value of 0.003
(p-value < 0.05), demonstrated a significant positive relationship between SI and JS
among IT professionals. Hence, hypothesis 1 (H1) was accepted, confirming that SI
significantly impacts JS.
The second hypothesis (H2) was dedicated to determining the moderating
impact of gender on the relationship between SI and JS. The testing for the
moderating impact of the hypothesis calls for an initial verification of a significant
direct relationship, upon which the indirect relationship is tested. Here, H2 claimed a
significant direct relationship (p < 0.05), which subsequently tested the significance
of the indirect relationship. The indirect relationship marked a path coefficient of
0.127 indicating a p-value of 0.656 (p-value > 0.05) which is insignificant, hence the
hypothesized moderation was not supported. Accordingly, the result proved that
gender does not moderate the relationship between SI and JS of IT professionals.
5. Discussion
The study explored the how SI of employees impacts their job satisfaction,
whilst considering the moderating role of gender related to the said relationship.
Aligning with the research objective, the study intended to answer two key research
questions. The first, whether the SI of an employee impacts his/her JS, based on
hypothesis 1 (H1). The findings of the current study confirm the existence of a
significant positive relationship between the SI among employees and their JS.
However, an examination of previous studies related to SI and JS reveals mixed
results. Consistent conclusions to the present study’s findings were reached by
Mohomad et al. (2020), Yahyazadeh-Jeloudar and Lotfi-Goodarzi (2012), Khorshidi
and Ebadi (2012), Nodehi and Nehardani (2013), Van Der Walt and De Klerk (2014),
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
11
and Awais et al. (2015). Contrarily, Rastegar et al. (2012) and Azad Marzabadi et al.
(2014) argued there is no meaningful association.
Secondly, the study questioned if gender denoted a moderation impact on the
relationship between the SI of employees and their JS. The current study’s findings
confirm the absence of a moderating impact from gender on the relationship between
the SI of employees and their JS. One contributing factor for this finding could be
the sampling method employed. Since the study adopted the snowball sampling
technique which relies on references provided by survey participants, the researchers
could not specifically filter for the gender aspect as the referrals were outside their
direct control. This may have resulted in a lower proportion of female participants
(29.80%), influencing the outcomes related to the tested moderation impact from
gender on the relationship between the SI of employees and their JS. Additionally,
the underrepresentation of women in the sample could be reflective of the Sri
Lankan IT workforce, which tends to be predominantly male. According to recent
industry reports, the IT sector in Sri Lanka has historically exhibited gender
imbalances, with women comprising a smaller proportion of the workforce (Lakshila,
2023). Given this context, it is plausible that the gender differences in JS may not be
as pronounced in this sector as in other industries, where gender disparities are more
evident.
Almost all studies conducted so far on the subject of gender claim that SI has
found no gender-related differences that are statistically significant (Hammouri and
Alenzi, 2016; Pant and Srivastava, 2017; Siddiqui, 2013). Besides, research on JS
and employee gender has produced mixed results, with some showing that women
are more content with their jobs than males and vice versa (Oshagbemi, 2000).
Regression analysis results for the current study showed that the p-value of the
gender moderating relationship is greater than 0.05, which denotes statistical
insignificance. Therefore, in the link between SI and JS, there was no statistically
significant difference identified between males and females. There have been
relatively few studies done in the past to determine the impact of gender on the
relationship between SI and JS. However, the present study discovered that its
conclusion is compatible with the study findings of Kauor (2013). As such, the
overall study results denote that, regardless of the employee’s gender, higher levels
of SI which include aspects like critical existential thinking, personal meaning,
transcendental awareness, and conscious state expansion, result in higher levels of
employee JS.
Based on the findings of this study, it is evident that SI significantly enhances
JS among IT professionals. Consequently, it is recommended that managers and HR
practitioners in the IT sector integrate SI development programs into their training
and development initiatives to positively influence employee JS. By creating an
environment that nurtures spiritual growth, organizations can improve employee
well-being, probably resulting in higher levels of JS, enhanced performance, and
reduced employee turnover rates. Moreover, the study’s findings suggest that gender
does not moderate the relationship between SI and JS, highlighting the universal
benefits of SI across diverse demographic groups. Therefore, organizations are
encouraged to adopt a holistic approach to employee development that incorporates
SI as a fundamental component, regardless of gender.
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
12
From a theoretical perspective, this study contributes to the existing literature
on the relationship between SI and JS by providing empirical evidence from the IT
sector. The significant positive correlation between SI and JS underscores the
necessity of incorporating spiritual factors into job satisfaction models. This research
also challenges previous assumptions about gender disparities in the impact of SI on
JS, demonstrating that gender does not serve as a moderating factor. Additionally,
the study highlights the importance of developing robust measures of SI and its
various dimensions, which can further enrich theoretical frameworks and practical
applications in organizational behavior and human resource management in the
contemporary setting.
6. Practical implications
The study explored the impact of SI on JS among Sri Lankan IT professionals,
with much focus on understanding the role of gender in this relationship. The
findings offer practical guidance for organizational leaders and HR practitioners in
Sri Lanka’s rapidly growing IT sector, whilst emphasizing broader implications for
relevant policymaking and industry development.
Firstly, the strong positive correlation between SI and JS suggests that Sri
Lankan IT companies should prioritize SI development as a fundamental element
within their HR and organizational policies to enhance employee well-being and
engagement. Given the high-stress, high-demand nature of the IT industry—
characterized by tight deadlines, long working hours, and rapid technological
changes—employees with higher SI can better manage workplace stress and find
meaning in their job roles. By integrating SI training into HR policies related to
leadership development, employee onboarding, and ongoing professional
development, organizations can create a structured pathway to enhance decision-
making, agility, and resilience among employees. Furthermore, embedding SI into
organizational policies can institutionalize these practices, ensuring alignment with
long-term strategic goals and fostering a culture of adaptability and innovation. Such
policies not only strengthen the alignment of personal and organizational values but
also provide a comprehensive framework for sustaining employee engagement,
reducing turnover, and creating a supportive workplace environment critical for the
success of the IT sector. This holistic development can lead to improved JS, reduce
stress-related attrition, and foster greater commitment and productivity among IT
professionals. Moreover, SI-driven leadership development can help IT organizations
create leaders who are better equipped to handle digital agility, in the fast-paced,
volatile environment of the tech industry. By aligning SI initiatives with tech
industry policies and infrastructure, organizations can build leadership capabilities
that foster innovation, enhance digital transformation, and support the sustainable
growth of the sector. Leaders with high SI are likely to exhibit better decision-
making, empathy, and interpersonal skills, which are crucial in retaining talent,
managing diverse teams and reducing employee turnover. Embedding these qualities
into employee retention policies ensures a systematic approach to nurturing a stable
and committed workforce in a highly competitive sector like IT. Additionally,
Spiritual Intelligence in leadership could play a pivotal role in shaping organizational
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
13
policies and practices that prioritize employee well-being while driving
technological innovation, creating a workplace culture that balances human-centric
values with business goals.
Secondly, the lack of a gender-based moderating effect suggests that SI
initiatives can be applied universally across employee groups in the IT sector. This
finding simplifies the design and delivery of SI programs, enabling IT organizations
to develop standardized, scalable training policies and adjunct programs that can be
effective for employees industry-wide, regardless of gender. Given the gender
imbalance in Sri Lanka’s IT workforce, where male employees tend to dominate, this
approach ensures inclusivity and equal access to the benefits of SI training across the
workforce.
Thirdly, fostering SI can serve as a strategic tool to address the high burnout
rates prevalent in the IT sector. The industry’s dynamic and often stressful work
environment can lead to employee fatigue, disengagement, and higher employee
turnover rates. By promoting a culture that integrates spiritual growth with
professional development, supported by well-defined HR policies, IT companies can
systematically reduce the risk of burnout, improve employee retention, and boost
engagement. Embedding SI principles into organizational policies ensures that
initiatives targeting employee well-being are institutionalized, providing a
framework for sustainable workforce management. Employees who feel more
connected to their work through SI are likely to be more motivated, innovative, and
resilient in the face of workplace challenges. This is particularly crucial in the Sri
Lankan IT sector, which is increasingly participating in global markets and must
meet international standards of productivity and creativity, further necessitating
alignment with policy-driven workforce strategies.
Additionally, cultivating SI within IT professionals can enhance innovation and
problem-solving, key drivers of success in the technology industry. Spiritual
Intelligence fosters self-awareness, creativity, and a broader perspective, enabling
employees to think beyond technical challenges and contribute to more holistic,
innovative and agile solutions. This is particularly relevant for IT professionals
engaged in areas such as software development, project management, and
cybersecurity, where complex problem-solving and strategic thinking are essential
for organizational success. By investing in SI development, Sri Lankan IT companies
can build a workforce that is not only technically skilled but also emotionally
intelligent and adaptable, enabling them gain a competitive edge in both local and
global markets.
Fourthly, the study’s findings encourage Sri Lankan IT companies to
incorporate SI into regular employee satisfaction surveys and use the resulting data
to customize training interventions. By doing so, organizations can ensure that SI
initiatives are not only implemented but also continuously refined to meet the
evolving needs of their workforce. This data-driven approach will provide the setting
for IT companies to optimize the positive impact of their SI programs, ensuring that
the latter contribute to higher JS, improved retention rates, and enhanced
organizational performance.
Finally, the broader economic implications of integrating SI into Sri Lanka’s IT
industry should also be considered. The IT sector is a key driver of economic growth
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
14
in Sri Lanka, contributing significantly to the country’s Gross Domestic Product
(GDP) and international trade. By investing in employee well-being through SI
initiatives, Sri Lankan IT companies can improve overall productivity and
sustainability, ensuring that the industry remains competitive on the global stage.
Furthermore, promoting SI aligns well with Sri Lanka’s cultural values of
mindfulness and spiritual well-being, making it a natural fit for the country’s
organizational culture. How SI is embraced will determine the extent to which SI is a
seamless fit within the IT industry in the local context.
7. Limitations and future research
Although the present study offers valuable insights into the impact of SI on JS,
several limitations must be acknowledged. Firstly, the generalizability of the findings
is limited by the sample’s demographic composition, as the data primarily represents
young workers, making it less applicable to senior-level employees. Secondly, using
the snowball sampling technique restricted the researchers’ ability to control for
gender distribution. They relied on referrals provided by survey participants, thus
resulting in a lower proportion of female respondents. This might have contributed to
the non-significant result in the gender moderation analysis. Moreover, this sampling
method may have introduced further potential biases that could have affected sample
representativeness. This method has a propensity for the considered sample to be less
diverse and skewed towards certain demographics or professional groups, potentially
over-representing individuals with similar experiences or backgrounds in the IT
industry. Thirdly, the quantitative survey method used constrained the ability to
gather qualitative information, limiting the depth of the investigation. Moreover, the
cross-sectional design of the study restricted the observation of changes over time.
Accordingly, by addressing these limitations, future researchers could capitalize
on this to progress further studies. The study population could be expanded to
include a broader demographic representation covering multiple age tiers. Moreover,
to control gender distribution biases, future research should aim to incorporate a
more balanced sample by using alternative sampling methods, or by examining
sectors where gender disparities in JS are more pronounced. Additionally, conducting
similar studies in other sectors such as healthcare, tourism, telecommunications, and
education can improve the generalizability of the finding’s understanding of the
context in focus. Future studies would further benefit from using a mixed-method
approach, integrating qualitative data alongside quantitative data, to achieve a more
comprehensive understanding of the context. Moreover, future researchers could
explore the modalities of SI and its interplay with elements related to other critical
organizational behavior outcomes such as work performance, employee loyalty,
commitment, and citizenship behavior. By addressing these limitations and exploring
new directions, future research can build on the current findings to provide more
robust and generalizable insights into the relationship between SI and crucial
organizational behavioral outcomes.
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
15
8. Conclusions
This study provides compelling evidence of the crucial role that SI plays in
enhancing JS among Sri Lankan IT professionals. The strong positive relationship
between SI and JS demonstrates that fostering spiritual growth within the workplace
is not just advantageous but necessary for cultivating a satisfied and productive
workforce in the demanding IT sector. The finding that gender does not influence
this relationship further supports the broad applicability of SI initiatives, enabling
organizations to implement these programs universally across all demographic
groups. By integrating SI into employee development strategies and embedding it
into HR and organizational policies, Sri Lankan organizations can create a systemic
framework to effectively address critical challenges such as employee burnout and
turnover. These policies can further support a more resilient and high-performing
workforce by institutionalizing practices that prioritize employee wellbeing. The
practical insights from this research offer a strategic advantage for HR practitioners
and leaders aiming to enhance organizational effectiveness through a holistic
approach to employee well-being. Furthermore, the study emphasizes the potential
for SI to inform broader tech industry policies and workforce infrastructure
development, contributing to the sector’s sustainability and global competitiveness.
Additionally, this study makes a case for investing in SI and lays the groundwork for
future research to explore the broader impacts of SI on other key organizational
outcomes, solidifying its importance in modern human resource management.
Author contributions: Conceptualization, TW, YP, KK and VS; methodology, JP,
TW, RSW, GP, YP, KK and VS; software, TW, YP, KK and VS; validation, JP, RSW,
GP and VR; formal analysis, TW, YP, KK and VS; investigation, JP, RSW and GP;
resources, TW, YP, KK and VS; data curation, TW, YP, KK, VS, RSW, GP, VR and
JP; writing—original draft preparation, TW, YP, KK, VS, JP, RSW, VR, GP and SE;
writing—review and editing, JP, RSW, VR, GP and SE; visualization, TW, JP, RSW,
VR, GP and SE; supervision, RSW, JP, VR and GP; project administration, RSW, JP,
VR and GP; funding acquisition, RSW, JP, VR and GP. All authors have read and
agreed to the published version of the manuscript.
Funding: This research project was financially supported (grant number-6802032)
by Mahasarakham University, Thailand.
Acknowledgments: The authors would like to thank Ms. Gayendri Karunarathne for
proofreading and editing this manuscript.
Data availability: The datasets used and/or analyzed during the current study are
available from the corresponding author on reasonable request.
Ethics statement: The authors had the consent of the persons to collect the
responses, complying with the ethical directives of SLIIT Business School and
obtained approval from the undergraduate research evaluation panel. Participants
gave their informed consent. Participants had the option to withdraw from the study
at any time before their data were anonymized. No incentives were provided for any
of the participants to take part in this study.
Journal of Infrastructure, Policy and Development 2024, 8(16), 8891.
16
Conflict of interest: The authors declare no conflict of interest.
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