Spirituality , dual career family worker , demographic factors , and organizational commitment : evidence from religious affairs in Indonesia

The purpose of this study is to specify whether spirituality, age, and tenure have an effect on organizational commitment and to determine whether the moderating variables, i.e. dual career family worker, moderates the effect of spirituality, age, and tenure on organizational commitment. The samples of the study were 90 staffs and lecturers of three educational institutions under Indonesian Journal of Islam and Muslim Societies Vol. 7, no.2 (2017), pp. 277-304, doi : 10.18326/ijims.v7i2. 277-304


Introduction
Establishing a code of ethics and work culture is one of the steps taken by the Ministry of Religious Affairs in improving governance at the ministry.There are three values that should be considered in order to implement the work culture: integrity, professionalism, and work to achieve a common goal and togetherness in work.Integrity is the persistence of attitudes in maintaining ethical principles and professionalism, keeping the loyalty in the implementation of the task, and having a responsibility based on honesty.Values of integrity include the issues of ethics and spirituality, promoting exemplary value, and honesty.Therefore integrity is the most fundamental component and it will affect the overall individual and group behavior in carrying out any duties and responsibility entrusted to him. 1 Indonesian Government Regulation No. 46 of 2011 regarding the Assessment of Civil Servants Job Performance Article 12 Paragraph (1) states that The ratings of behavior as referred in Article 4 letter b includes several aspects such as service orientation, integrity, commitment, discipline, cooperation, and leadership.In the explanation of the law, Article 12 Paragraph (1) letter c stated that "commitment" is civil servants willingness and ability to align their attitudes and actions to achieve organizational objectives by focusing on the service rather than self-interest, a person, and /or class.
The term commitment in the regulation, in the literature of Management 2 is well known with Organizational Commitment.Organizational Commitment is the psychological contract between employee and or organization that makes it less likely for employees to voluntarily leave the organization. 3he statement above is relevant to the statement from the Minister of Religious Affairs.According to the Minister of Religious Affairs, The Five Work Culture in Ministry of Religious Affairs include integrity, professionalism, innovation, responsibility, and exemplary. 4These values are needed in improving the existing bureaucracy in Indonesia such as changing the unintegrated culture, overlapped legislation, redundant and inefficient organizational structure, slow and inefficient business process, governance, incompetence and unprofessional human resources, corruption, collusion and nepotism, up to the issue of unresponsive and unaccountable services to the public. 5he work culture in the Ministry of Religious Affairs is in line with the values of spirituality.The spiritual values refer to honesty, integrity, good quality work, responsibility, caring to colleagues and subordinates as well as socially responsible to the environment and community. 6Some of the major companies in the world and in Indonesia have participated in spirituality training.Approximately, there are 67,000 employees of Pacific Bell in California who participated in spiritual training as the style of New Age.That action was followed by Procter & Gamble, Ford Motor Company, AT & T, General Motors, and IBM. 7Some companies in Indonesia such as Garuda Indonesia, Krakatau Steel, Pertamina, Pusri, and TASPEN have sent their executives to join spiritual training. 8he spiritual training valued and respected employees' emotion, thus they can determine their own destiny 9 .The results of the previous research show that work spirituality is an important factor for improving business performance 10 , avoiding moral stress, personality dissociation, or loss of personal integrity. 11pirituality is the innate part of a human that needs to connect with something larger than ourselves.It means something beyond us, the ego or sense of oneself.It is defined as a vertical and horizontal component.The vertical component includes something sacred, divine, or eternal, meanwhile horizontal components include service to fellow human beings. 12

Literature review and hypothesis development
The research on spirituality associated with organizational commitment which studied 361 people across 154 organizations shows that when someone has a spirituality of work experience, the affective commitment to the organization will be attached, in this case, the experience as a sense of loyalty. 13Self-leadership made employees have a spiritual experience in the organization. 14Spirituality predicts affective commitment among employees. 15Malik and Naeem (2010) Spiritual dimensions such as selfdetermination, organization mode, transaction mode, self-control, a small group mode, transformational mode, and self-enrichment are related to organizational commitment. 16n contrast to the above study, spirituality does not always affect organizational commitment.17A study also conducted on 163 full-time nontraditional students who attend business school in the Southeast and working professionals at the managerial level.The results show that workplace spirituality, workplace spirituality by age, and workplace spirituality by gender do not affect organizational commitment. 18he research shows inconsistency in the results.The inconsistent results above lead to the assumption that there is a moderating variable.Researchers propose that a dual career family worker is the moderating variable in the influence of spirituality on organizational commitment.The novelty of this research lies on the organizational commitment topics with the dual-career family-worker as a moderating variable in the influence of spirituality on organizational commitment.To the knowledge of the researchers, there is no research on the topic.
The basis for selecting the dual-career family-worker as a moderating variable based on the transformation of the workplace, which leads to an increase in dual-career families.Social trends changed, such as the increasing number of women entering the workforce and the economy that requires a double income to support the average of living standards. 19n the late 1950s, there was an increasing attention to families where both husband and wife become partners. 20According to the Census Bu-reau in 1997, 17 % of all families in the US has household income derived from the father (husband).Married couples with children where the husband and wife work were accounted for 50.9 % of the labor force in 2003. 21n addition to the above reasons, research on marital status that is associated with organizational commitment shows that marital status is associated with lower continuance commitment. 22When organizational commitment compared between dual and single income family, it was found that single income family had a higher organizational commitment than the dual income family 23 .In contrast, a study shows that dual wage-earner family had a higher organizational commitment than single wage-earner family. 24rganizational commitment consists of three components (commitment) namely affective, continuance, and normative commitment. 25ffective commitment refers to employee's emotion and identification with the organization.Individuals with high levels of affective commitment will stay working in an organization because they want it.Continuance commitment refers to awareness of the costs that arise due to leaving an organization.So people who have a high level of continuance commitment will remain in the organization because they need to.Normative commitment reflects the sense of responsibility to stay in the organization.Individuals who have a high normative commitment will stay in an organization because they feel obligated to stay (relating to loyalty).Personal variables such as age, years of employment, education level, marital status, having children who are still in the home, and the type of job changes, are strongly associated with organizational commitment. 26his research uses the Organizational Support Theory or Perceived Organizational Support (POS).The theory assumes that in order to meet the emotional needs of social and organizational readiness in giving rewards, the organization has to increase their business and employee confidence about how organizations assess their contribution and cared about their performance. 27Organizational support has positive effects on organizational commitment. 28Moreover, company concern to the employee will be able to increase its performance and contribution. 29he studies about spirituality, which associated with organizational commitment, shows that when a person has a spirituality of work, the affective commitment to the organization will be attached 30 who investigated 361 individuals in 154 organizations.Workplace spirituality is the sense of team community, alignment with organizational values, sense of contribution to society, enjoyment at work, and opportunities to enrich inner life. 31Organizational commitment namely affective, normative, and continuance. 32The presence of workplace spirituality will support organizational commitment and both individual and organizational per-formance.When the organization satisfies the needs of members spiritually, they will feel safe psychologically and feel valued as human beings. 33esults of Rego and Cunha34 research is supported by Wainaina, Iravo, Waititu, 35 Sorizeni, Kamalipur, Qhalandarzehi, Jamshidzehi, 36 Torkamani, Naami, Sheykhshabani, Beshlide. 37The results of these studies are different from Marschke38 and Wainaina39 who investigate the effect of workplace spirituality on organizational commitment in 27 private universities and 22 public universities in Kenya.The samples used in the study are 282 employees at the university.The results show that there is a positive effect of workplace spirituality on organizational commitment.
Workplace spirituality has an effect on organizational commitment.The study conducted on 67 employees who work at the Agricultural Jihad Organization in Iran.Research result shows that workplace spirituality organizational commitment. 40he influence of spiritual leadership on organizational commitment, productivity, and performance with spiritual well-being and learning organization as mediating variables was conducted on 400 workers at a gas plant in Iran. 41The result is in line with that of Vanderberghe 42 who examines the influence of spiritual leadership on employee commitment.
A study was conducted on 121 branch managers, area managers, and regional managers in private banking and the government in Pakistan which study about spiritual leadership and organizational commitment shows that spirituality predicts affective commitment among employees. 43he research is supported by Malik and Naeem 44 who study the Higher Education Institution members in Pakistan which consist of three public institutions and five private institutions.Based on the results above and the theory of Perceived Organizational Support the research hypothesis is: H 1a : Spirituality positively influences organizational commitment.
The dual career couple and organizational commitment research were conducted to the 70 working couple in India, US, Canada, and Australia in some sectors such as IT, telecommunications, healthcare, counseling, education, and manufacture.The results show that couples with children under two years old have less time with their children because of the increasing pressure of work.It leads to a high rate of absenteeism, turnover, and low organizational commitment. 45aur and Kumar's 46 research result is in line with Balmforth and Gardner 47 in New Zealand and Nart and Batur 48 in Turkey.They state demographic characteristics (age, tenure, education, a total of servicing years) only have a small effect on organizational commitment and job characteristics has a strong effect on organizational commitment. 70 study that was conducted at the Nong Lam university lecturer, Ho Chi Minh in Vietnam about the correlation between age and organizational commitment shows that there is a weak negative correlation between age and normative commitment 71 .In contrast, a research which examines the relationship between demographic factors (age, duration of service, and level of education) and organizational commitment shows that age and education levels do not correlate with the organizational commitment.The study was conducted in an organization of Knitwear in Lahore and Faisalabad, Pakistan and used a sample of 415 employees. 72 research which is held in Pakistan investigate the influence of demographic factors such as gender, age, qualifications, and marital status on organization commitment in the University of Khyber Pakhtunkhwa employees. 73Research results show that demographic factors affect organizational commitment.Researchers also find that younger employees are less committed to the organization.
The investigation about age, job satisfaction, and organizational commitment of teachers in Turkey conducted on 173 respondents.The results show that the age differences among teachers moderate the relationship between organizational commitment and job satisfaction.The effect of this variable is non-linear. 74he influence of age, gender, job level, marital status, and tenure on organization commitment in the industrial field in Odisha India through 240 employees indicates that age has a positive influence on affective and normative commitment.Marital status influences affective, normative, and continuance commitment.Tenure has a positive effect on affective commitment, job level influences affective and continuance commitment, and gender influences affective and normative commitment 75 .The results of the study are consistent with Salami 76 who states that the age of the employee is the determining factor of organizational commitment.
The influence of demographic factors such as age, marital status, experience, qualifications, and gender on organizational commitment in Ghana, used 206 sample employees of a commercial bank in Ghana and the results show that demographic factors influence organizational commitment generally.Age positively influence organizational commitment.Researchers also find that gender has little influence on organizational commitment, while the dominant demographic factors affect is the experience. 77H 2a : Age positively influences organizational commitment.
The results of studies on the effects of age on organizational commitment conducted by Kaur and Kumar, 78 Balmforth and Gardner, 79 Nart and Batur 80 show that dual career family worker negatively affects organizational commitment.This evidence has reinforced a research 81 which find that there are differences in organizational commitment between 75 R. K Jena, "An assessment of…, 61. 76 single income and dual-income family as well as their changes in social trends in which more percentage of women work, 82 then the hypothesis of this study is: H 2b : Dual-Career Family Worker moderates the influence of age on organizational commitment.
The result of research conducted in Serbia 83 shows that demographic factor such as tenure gives only a small effect on organizational commitment.The result was supported by Viet (2015) in Vietnam who states that the correlation between years of work and continuance commitment is weak.
The results were slightly different from a research conducted in Ghana 84 who find that experience measured using tenure has a positive effect on organizational commitment.The results of their study are consistent with Iqbal 85 who find that the duration of service measured using tenure has a positive relationship with organizational commitment.This result is supported by Jena 86 in India, who states that tenure has a positive effect on employees' affective commitment.The results of the study are consistent with Salami 87 research in Nigeria which find that tenure becomes the determining factor of organizational commitment.Salami 88 conducts a study on 320 employees at five service companies and five manufacturing companies in the Oyo State of Nigeria.H 3a : Tenure positively influences organizational commitment.
Research conducted by Kossek and Ozeki 89 and Namasivayam and Zhao 90 in India find that dual-career family worker negatively affects or-ganizational commitment.This finding is relevant to the research conducted in India, US, Canada, and Australia. 91The finding is also reinforced by the research which find that there were differences in organizational commitment between single income and dual-income family as well as their changes in social trends in which more percentage of women work, 92 thus the hypothesis of this study is: H 3b : Dual-Career Family Worker moderates the influence of tenure on organizational commitment.
Based on that explanation, the conceptual framework of this study is:

Dual Career Family Worker
According to Figure 1 The Conceptual Framework, the independent variables in this research are spirituality, age, and tenure, the dependent variable is organizational commitment and the moderating variable is dual career family worker.

Research method
The population of this study is employees who work in the Ministry of Religious Affairs at the Republic of Indonesia especially in IAIN Surakarta (246 employees), IAIN Salatiga (166 employees), and MTsN 1 Surakarta 91 Gurvinder Kaur, and Raj Kumar, "Organisational work pressure…, 46. 92Kelly L Brunning, "Quality of work life…, 6.
(employees).This study uses employees who work at the Ministry of Religious Affairs because it is in line with the phenomenon in this research namely Saifuddin statement, the Minister of Religious Affairs, about The Five Work Culture developed in the Ministry of Religious Affairs.IAIN Surakarta, IAIN Salatiga, and MTsN 1 Surakarta are selected as the object of the study because there is no research about organizational commitment in those institutions.It becomes the second differentiator of this study compared to other studies in addition to the use of dual career family worker variable as a moderating variable.Total population in this study is 440 employees.The sampling technique used in this study is purposive sampling with the following criteria: a) Civil Servants in the Ministry of Religious Affairs; b) Having a husband/wife of a civil servant or an employee in Ministry of Religious Affairs or another institution.
The questionnaire was distributed to 120 respondents and 90 questionnaires returned.This data collection method is administrated questionnaires personally.The questionnaire is divided into three parts namely: a) The first part is about organizational commitment including affective, continuance, and normative commitment which refers to Allen and Meyer 93 ; b) The second part is about spirituality which refers to Spirituality Transcendence Scale 94 ; c) The third part about Dual-Career Family Worker which refers to Revised Dyadic Adjustment Scale (RDAS). 95alidity test and reliability test are used to test the instrument of the research.The hypothesis testing in this study is performed using Moderated Regression Analysis (MRA) with the assistance of software SPSS version 20.00.The research model is as follows: 93 NJ Allen and JP Meyer, "The measurement and…, 11. 94  All of the 33 questions in the questionnaire are valid with the 0.01 level.Organizational commitment, spirituality, and dual career family worker variables meet the minimum required values of Cronbach's Alpha > 0.6, so all the questions are reliable.Based on the test for normality, multicollinearity, and heteroscedasticity, it can be concluded that the variables used in this study have passed the classical assumption test.

Hypothesis testing and discussion
The results of the hypothesis testing can be seen in Table 1  The equations model based on the MRA is as follows: OC = 2.692 + 0.244S + 0.194AGE + 0.401TENURE + 0.050DCFW + 0.051SDCFW -0.018AGEDCFW + 0.037TENUREDCFW + e Table 1 Moderated Regression Analysis Output shows that spirituality has a positive effect on organizational commitment (coefficient 0.244 with sig.0.000 <0.05), so H 1a is supported.The result is not in line with Sanders and Joseph E. 96 and Marschke 97 research which find that there is no significant causal relationship between spirituality and commitment.This result supports the research conducted by Rego and Cunha, 98 Usman 96 Sanders III, Joseph E. Hopkins, Willie E. and Gary D Geroy, "A Causal Assessment…, 50. 97Eleanor Marschke, Robert Preziosi, and William Harrington, "Professional and ex-ecutives…, 40.and Danish, 99 Wainaina et al., 100 Sorizeni et al., 101 and Torkamani et al. 102 This result reflects that employees get adequate social and emotional needs, so they feel valued and appreciated, and thus their organizational commitment is higher.
Dual Career Family Worker moderates the influence of spirituality on organizational commitment (coefficient 0.051 with sig 0.000 <0.05), so that the H 1b is accepted.It can be caused by a greater burden of work and family in Dual-Career Family Worker, so if there is a conflict in their role, it will weaken the influence of spirituality on organizational commitment.The effect of Dual Career Family Worker on organizational commitment is not proven, it is not in line with the research conducted by Kaur and Kumar, 103 Balmforth and Gardner, 104 Nart and Batur, 105 Kossek and Ozeki, 106 Alloy and Flynn, 107 Joiner, 108 and Namasivayam and Zhao. 109ecause Dual-Career Family Worker has no effect on the organizational commitment, in this research this variable is a pure moderator.
Table 1 Moderated Regression Analysis Output shows that age does not positively affect organizational commitment (coefficient 0.194 with a sig.0.328 > 0.05), so H 2a is not supported.The result is not in line with Konya et al., 110 Viet, 111 Khan et al., 112 Jena, 113 Yucel and Bektas, 114 and Ossei et al. 115 This study supports the finding of research conducted by Iqbal.It might be caused by the older employees, they have more seniority in the organization, and many parties used his services besides his organization increasingly because of his reputation.Another reason is the health condition of the employee due to the age.
Dual Career Family Worker does not moderate the influence of age on organizational commitment (coefficient -0.018 with sig 0.367 > 0.05) so that H 2b is not supported.It might be caused by a greater burden of work and family in Dual-Career Family Worker, so if there is a conflict in their role, it will weaken the influence of age on organizational commitment.The effect of Dual Career Family Worker on organizational commitment is not proven, it is not in line with the research conducted by Kaur and Kumar, 116 Balmforth and Gardner, 117 Nart and Batur, 118 Kossek and Ozeki, 119 Alloy and Flynn, 120 Joiner, 121 and Namasivayam and Zhao. 122able 1 Moderated Regression Analysis Output shows that tenure has a positive effect on organizational commitment (coefficient 0.401 with a sig.0.044 <0.05), so H 3a is supported.This study supports the research conducted by Ossei et al., 123 Jena, 124 Iqbal, 125 and Salami. 126It might be caused by that the longer the workers stay with the organization, the more they have time to evaluate, and develop the relationship with the organization.Moreover, the longer they work in the organization, the stronger the emotional attachment so that tenure influences organizational commitment.
Dual Career Family Worker moderates the influence of tenure on organizational commitment (coefficient 0.037 with sig 0.073 < 0.1), so that H 3b is supported.It can be caused by no greater burden on work and family in Dual-Career Family Worker, so if there is no conflict in their role, the stronger the influence of tenure on organizational commitment.The greater perceived responsibility on a dual career family worker and the longer the employee works, the more employees attached emotionally to the organization, so that the commitment to the organization increases.
Effect of Dual Career Family Worker on organizational commitment is not proven, it is not in line with the research conducted by Kaur and Kumar 127 , Balmforth and Gardner, 128 Nart and Batur, 129 Kossek and Ozeki, 130 Alloy and Flyn, 131 Joiner, 132 and Namasivayam and Zhao. 133Because Dual-Career Family Worker has no effect on the organizational commitment, Dual-Career Family Worker in this research is included in the pure moderation.

Conclusion
Based on the above discussion, our conclusions are as follows: firstly, Spirituality influences organizational commitment positively.The implications of these results, especially for the leader of the Ministry of Religious Affairs in IAIN Salatiga, IAIN Surakarta, and MTsN 1 Surakarta is to maintain and improve the care and concern for the social-emotional needs of his subordinates (intrinsic and extrinsic reward) so that they feel valued and appreciated.Secondly, Dual Career Family Worker moderates the influence of spirituality on organizational commitment.The implication of this research is that the leader of IAIN Salatiga, IAIN Surakarta, and MTsN 1 Surakarta has to give attention to the needs of dual career family workers, mainly regarding the fulfillment of work and family balance.Thirdly, Tenure positively influences organizational commitment.The implications of these results, especially for the leadership of the Ministry of Religious Affairs in IAIN Salatiga, IAIN Surakarta, and MTsN 1 Surakarta is they should maintain and improve the care and concern for the social-emotional needs of his subordinates (intrinsic and extrinsic reward) so that they feel valued and appreciated based on the tenure of the worker.Finally, Dual Career Family Worker moderates the influence of tenure on organizational commitment.The implication of this research is that the leader of IAIN Salatiga, IAIN Surakarta, and MTsN 1 Surakarta needs to give attention to the needs of dual career family working mainly related to the fulfillment of the balance between work and family based on the tenure of the worker.
Suggestions for future research are as follows: firstly, future studies should examine different objects, different theories in organizational commitment, and different variables (independent and moderation) from

Table 1 .
Moderated Regression Analysis Output below: Moderated Regression Analysis Output