ABSTRACT A growing body of research demonstrates that purpose and meaning are significant to employee well‐being and organizational performance. Yet, increasing challenges in the workplace, including downsizing, layoffs, and job insecurity, can erode employees' sense of purpose and meaning. This context positions workplace spirituality (WS) as a meaningful contributor. We build on prior work in WS that primarily focused on individual and organizational levels. We tested an overarching relational model of WS as a three‐factor structure comprising individual (e.g., meaning), organizational (e.g., value alignment), and relational‐level (e.g., conditions for community) components, drawing from a cross‐sectional survey of data from 436 employees in a healthcare organization. Confirmatory factor analysis supported the proposed three‐factor structure. Structural equation modeling further indicated that, among the three components, the relational‐level WS component emerged as the strongest predictor, with the strongest negative effect on turnover intent. The study findings extend WS and human resource development (HRD) scholarship by clarifying the importance of aligning individual, organizational, and relational‐level factors in shaping employees' attitudes and perceptions of their work and the organization.
Alagaraja et al. (2026) studied this question.