How the workplace spirituality influences work engagement through organizational commitment: Evidence from banking industry

Article history: Received: April 29, 2020 Received in revised format: April 3


Introduction
Work engagement has been a primary goal to improve organizational performance through maintaining employee productivity and performance. Work engagement in Indonesia if compared with other countries in South East Asia in 2016 achieved the lowest level than other countries in South East Asia. Work engagement score, based on Gallup in 2016, was only 13 percent, which means employees were not engaged for about 76 percent, and actively disengaged was 11 percent (Portalhr.com, 2016). Moreover, the majority respondents from Gallup research was the millennial generation s born from 1980 to 1996 and the generation had more radical perspective than the previous generation (because of their critical perspective to some issue and loyalty to the brand that they already knew before). Furthermore, work engagement was the primary tools to improve organizational productivity and performance over 15 years and high prospect employees might think their organization positively, also, they contributed to company brand improvement, had strength willingness to stay in the organization, had powerful contribution to company brand, and had low employee turnover intention (Khoreva & Van Zalk, 2016 ). Furthermore, Khoreva (2016) said work engagement could be employees to reach the highest level in their effort and productivity, customer engagement and customer satisfaction, company revenue growth, operating and profit margins (Federman, 2009), and organizational performance (Ball et al., 2013in Khoreva, 2016. Even though, engagement is the main driver to boost organizational performance, but consideration of the variables that influence work engagement is important to be identified. Many variables could be considered as the drivers of work engagement such as, collaborative environment, challenging work, input on decision making, resources to get the job done, authority to make decisions, career advancement opportunities, company brand or reputation, and a clear vision from the board or director (Cook, 2008). Even though many studies tried to related work engagement to many variables but it is still debatable when work engagement relates to organizational commitment. The debate concern on where is the position between organizational commitment and work engagement (the consequences or antecedents). There are a few evidences tried to relate work engagement with organizational commitment such as Aktar research (2018) who believed that organizational commitment is the intervening variable between HRM practices and employee engagement. Other researchers tried to linked between work engagement and commitment but organizational commitment was the consequences (Kalliath et al., 2012;Nazir & Ul Islam, 2017). At the same time, organizational commitment was related to workplace spirituality. Workplace spirituality in Indonesia achieved significant growth in the past few decades. Workplace spirituality can be described as searching of meaning, have faith or belief that there is fabulous power outside humans that can benefit their lives and become the way of life (Sintaasih et al., 2019). Workplace spirituality in Indonesia has been discussed massively today. The discussion foundation based on the phenomenon that Indonesia face government bureaucracy condition that rife with corruption, collusion, and nepotism also brings impact to unethical business practices (Akbar et al., 2018). Moreover, Akbar et al. (2018) said "one of the driving factors of happening various unethical leadership practices and business is due to the tendency of Indonesian people including the leaders who are more concerned to the value of materialism than spiritualism, etc.". In other perspectives, many regions in Indonesia have a unique culture for example in Bali island context. The prominent of economic condition, in the Sintaasih et al. (2019) research, which is achieved by Lembaga Prekreditan Desa (LPD) or the rural credit institution is a financial institution belong to the traditional village and that institution is well managed by Hinduism cultural make workplace spirituality play essential roles in Indonesian context. The relationship between workplace spirituality on organizational commitment and job satisfaction which is taken place in private universities at the Kupang city Indonesia gave additional evidence interconnectedness between workplace spirituality and organizational commitment in Indonesia. Whereas, the workplace spirituality is not related to work engagement directly but it is indirectly connected to Work engagement through organizational commitment. In addition, just only a few researches discussed between workplace spirituality, organizational commitment, and work engagement in the one frame model. The reason occurred why just only a few researches deliberated about this interconnection which was interconnectedness between workplace spirituality, organizational commitment, and work engagement was never deeply discussed in many researches and the relationship between that variable is vague. Because of this matter, this research will answer the questions related with (1) Is workplace spirituality influenced to organizational commitment? (2) Is the organizational commitment influenced to work engagement? (3) Is the workplace spirituality influenced to work engagement through organizational commitment? (4) Is the workplace spirituality influenced to work engagement directly?

Workplace Spirituality
Workplace spirituality can be described as finding of meaning, belief or faith that realized something spectacular outside human that can benefit their lives and become the way of life, also, universal things that is related with meaning, purpose, and value (Sintaasih et al., 2019). Thus, workplace spirituality is involved with three dimensions: condition for the community, meaning at work and inner life. Workplace spirituality as the phenomenon to find out of meaningful life and gaining deeper self-knowledge to a higher level where individual staff motivates to find the meaning and purpose to their existence which this awareness gets from experience in the work environment or high spirit toward completing their tasks while achieving the firm's objectives. Also, workplace spirituality is the beliefs of significant religions systematically teach of meaning of life, which helps to fulfill the expression of the soul and forms interconnectedness with others and spirited human beings and have different desires that energize their respective work environment for better performance (Rahman et al., 2019). Workplace spirituality consists of (1) team sense of community (2) alignment between organizational and individual values (3) the sense of contribution to the community (4) the sense of enjoyment at work, and (5) Opportunities for inner life. Workplace spirituality asserted "that when employees possess a deep sense of meaning and purpose in their work, sense of community and connectedness with others, and being in alignment with their personal values and organization values, they are bound to become more satisfied, more creative, and being more committed to the organization and ultimately, influence individual's well-being and organizational performance" (Djafri & Noordin, 2017). Workplace spirituality is riveting vision and belief that is characterized through whole-souled commitment, social care and understand organizational growth and organizational development (Jena & Pradhan, 2018). Workplace spirituality manifested into behaviors such as cultural mannerisms (recognition for contribution, meaningful work assignment, trustworthiness, and feeling of self-worth) to create engagement at the workplace (Jena & Pradhan, 2018). Workplace spirituality consists of three kinds view, first, the intrinsic-origin view defined workplace spirituality as "our inner consciousness" and "that which is spiritual comes from within-beyond our programmed beliefs and values" and "spirituality avoids the formal and ceremonial connotations of religion, it is non-denominational, nonhierarchical, and non-ecclesiastical. Spiritual implies an inner search for meaning or fulfillment that may be undertaken by anyone regardless of religion". Second, religious views that defined workplace spirituality as "beliefs, actions, and institutions which assume the existence of supernatural entities with powers of action, or impersonal powers or processes possessed of moral purpose". Third views, existentialist views, workplace spirituality described as the true meaning what the employees doing at the workplace that related to the questions (1) why am I doing this work? (2) What is the meaning of the work I am doing? (3) Where does this lead me to? (4) Is there a reason for my existence and the organizations? (Sukumarakurup & Christopher, 2002). Workplace spirituality is defined as a foundation of organizational value which is represented as promotes employee experience of transcendence through the work process, facilitation of their sense of being connected to others in a way that provides feelings of completeness and joy (Long & Mills, 2010). Workplace spirituality involved (1) spirituality as religious commitment (2) spirituality as behavior that is led by values and principles (3) spirituality as a state of transpersonal or intrapersonal rise above (Long & Mills, 2010). Workplace spirituality consists of individual presence related with three dimensional construct, first is individual level (meaningful work) which is elevated to enjoy work, energized by work, and work gives personal meaning and purpose, second is sense of community (sense of community) which upraised with sense of connection with co-workers, employees support each other, and linked with a common purpose characters, third is organizational level (alignment with organization values) which is embossed feel connected to organization's goals, identify with organization's mission and values, organization cares about employees (Milliman et al., 2003;Rego & Cunha Solange Souto, 2008;Shankar-Pawar, 2009). Moreover, Rego et al. (2008) said that personal values related to spirituality are trust, benevolence, justice, respect, humanism, meaningful work, hope, dignity, and honesty. Workplace spirituality is being conceived as desire to find ultimate purpose in life, and the search for meaning in life is a part of one's journey towards spiritual awareness (Cavanagh, 1999;Frankl, 2000in Klerk, 2005. Klerk (2005) said Workplace spirituality should considered as "wellness" as the main focus and interpreted as sense of unity with universe, meaning of life, and awareness of a "life force" and divided into 13 prepositions (1) work orientations (2) and (3) work centrality (4) biography (5) career commitment (6) job involvement (7) work satisfaction (8) goal attainment (9) intrinsic motivation (10) work involvement (11) finding meaningful work (12) work/life balance (13) work values (Klerk, 2005).

Organizational Commitment
Organizational commitment is described as employee loyalty to the organization which is manifested into: (1) powerful willingness to be member of the organization (2) willingness to work hard as desired by the organization (3) a particular belief or faith and acceptance of organizational value and purpose (Sintaasih et al., 2019). Organizational commitment incriminates affective commitment (emotional attachment, identification and the involvement of an individual in the organization), continuance commitment, and normative commitment. Similar to Sintaasih et al. (2019) and Rahman et al. (2019). organizational commitment embedded into affective commitment, continuance, and normative commitment. Affective commitment refers to employees who feel that the organization fairly treats every employee with respect and support. Also, continuance commitment develops when the employee perceives that there are no alternatives other than the organization where the employee works for. Finally, normative commitment broadens in the employee minds when they adopt the organization's norms and roles through socialization activities and get many benefits that encourage them to positively feel or accept the terms of psychological contract between the employees and organization (Rahman et al., 2019). Organizational commitment as relative strength of an individual identification and involvement within an organization, an attachment that is initiated and sustained by the extended to which an individual's identification with a role, behavior, value, or institution is considered to be central among alternatives as a source of identity, also, organizational commitment is an individual's psychological attachment to an organization that decreases the likelihood that the employees will leave the organization (Djafri & Noordin, 2017). In addition, it is categorized into three kinds: affective, continuance, and normative commitment. The Organizational commitment is demonstrated as the condition when employees are capable of elaborating in their assigned roles, totally bringing their presence at the workplace, engage their full potential and committed to organizational goals (Jena & Pradhan, 2018). The commitment classifies into three kinds: affective commitment, normative commitment, and continuance commitment. Rego et al. (2008) at first time, defined organization commitment as (1) the affective commitment which develops when the employee becomes involved in, recognizes the value-relevance of, and/or derive his/her identity from the association with organization, (2) continuance commitment develops when the employee recognizes that he/she stands to lose investments in the organization, and/or perceives that there are no alternatives other than remaining in the organization, (3) Normative commitment develops when people internalize in the organization (Rego et al., 2008). In conclusion, Rego et al. (2008), spirituality defined as (1) the individual feels part of something bigger than him/herself (2) the self is integrated and is able to reconcile in an authentically way the several dimensions of the self at work (3) the individual feels him/herself to be on a development path toward self-actualization and the achievement of inner potential.

Work Engagement
Work engagement is explained as "a positive fulfilling work-related of mind that is characterized by vigor, dedication, and absorption" (Schaufeli et al., 2002, p.74 in Albrecht, 2012Schaufeli et al., 2002, p.74 in Aktar, 2018Schaufeli et al., 2002, p.74 in Farndale et al, 2014Nazir & Ul Islam, 2017). Vigor is characterized by high levels of energy and mental resilience while working, the willingness to invest effort in one's work, and persistence even in the face of difficulties; dedication by being strongly involved in one's work, and experiencing a sense of significance, enthusiasm, inspiration, pride, and challenge; and absorption by being fully concentrated and happily engrossed in one's work, whereby time passes quickly and one has difficulties with detaching oneself from work. Work engagement is the integration of both cognitive and emotional work and work activities experiences which makes an individual behave while performing the job (May et al., 2004in Aktar, 2018Nazir & Ul Islam, 2017). Kahn (1990in Farndale et al., 2014) who is the founder of work engagement discovered that "people occupy roles at work to varying degrees (personal engagement or disengagement), suggesting that people can use varying degrees of their selves-cognitive, emotionally, and physically-in the roles they perform". Moreover, Kahn (1990) said that meaningfulness at workplace, availability, and safety is the fundamental construction of engagement (Farndale et al., 2014). Work engagement is defined as the condition persistently and pervasive affective and cognitive state that is not focused on any particular object, event, individual, or behavior (Schaufeli et al., 2007, p.70 in Khoreva & Van Zalk, 2016. Also, work engagement is charged by energy and fully dedicated to one's work (Khoreva & Van Zalk, 2016 ). Work engagement represents "a psychological or motivational concept that is related to a willingness of the individual to dedicate personal resources (physical, emotional, and cognitive energies) to their job with a focus on the actual work tasks, as opposed to the characteristics of the organization or job" (Christian et al, 2011in Prottas et al., 2017.

Workplace Spirituality and Organizational Commitment
Sintaasih et al. (2019) research which is conducted in Lembaga Perkreditan Daerah (local leasing in Bali) on 363 administrators and finds out workplace spirituality (X1) has significant relationship with organizational commitment (Y1) and employee performance (Y2). Workplace spirituality has a significant relationship to sales performance and employee commitment (affective commitment, continuance commitment, and normative commitment) (Rahman et al., 2019). Even, the workplace spirituality has a significant impact on the organizational commitment and sales (organizational) performance but when the path analysis was conducted, organizational commitment was failed to interconnected between workplace spirituality and sales performance. Djafri and Noordin (2017) revealed that workplace spirituality had a positive significant on organizational commitment. The research respondents were 600 insurance company staff in Malaysia (the employees who gave feedback was 395 employees). The relationship between workplace spirituality and organizational commitment was found to be substantial, positive, and significant. Also, this research recommended Islamic insurance companies to understand the importance of spirituality in the workplace and could further improve their function and performance by way of enhancing employee's spirituality in the workplace. Also, developing more spiritual training, workshops, lectures, and seminars on spirituality at the workplace could possibly help employees deal with life problems, reduce stress, boost loyalty and enhance organizational commitment (Djafri & Noordin, 2017). Workplace spirituality has a significant impact on employee commitment but at the same time, the organizational citizenship behavior had an insignificant impact when intermediated workplace spirituality and employee commitment. Also, Emotional intelligence was failed to moderating between workplace spirituality and employee commitment. These research respondents were 761 executives who were working in Indian manufacturing and service organization and it used multiple regression analysis to predict the results (Jena & Pradhan, 2018). Shankar Pawar (2009) tried to make a conceptual development model that mentioned workplace spirituality and individual spirituality increased organizational outcomes. The organizational outcomes that will appeared are job satisfaction, job involvement, and organizational commitment.
Hypothesis 1: Workplace Spirituality has significant impact to Organizational Commitment. Albrecht (2012, p.4) research mentioned that team atmosphere, job-resources (autonomy, job feedback, skill utilization, supervisor support, and opportunities for career development) influenced to engagement. Moreover, the explicit organizational and team level resources have interrelated between employee engagement (work engagement), employee well-being, positive attitude (organizational commitment) and performance (Albrecht, 2012). Thus, the research which is addressed 4.182 respondents in large multinational mining company found that organizational resources has significantly influenced to team resources, team resources and job resources (supervisory coaching, career development, role clarity, autonomy) together influenced to engagement, and engagement itself has significant influenced to commitment, performance/behavior (Albrecht, 2012). Work engagement has a close relationship with work outcomes (affective commitment, continuance commitment, organizational citizenship behavior (OCB), active learning, initiative, job satisfaction), and organizational performance (Farndale et al., 2014). Furthermore, Farndale et al. (2014) research revealed affective commitment has negative relationship and significant with organization engagement and work engagement, Continuance commitment has positive relationship but insignificantly to organization engagement and work engagement, Active learning has positive relationship with organization engagement and work engagement, Initiative has positive relationship and significant with work engagement and organization engagement, OCB has positive relationship but insignificantly with work engagement and organization engagement, Job satisfaction has negative relationship and significant to work engagement and organization engagement, and the result indicated that organizational performance had negative relationship and significant with work engagement and organization engagement (Farndale et al., 2014). This study investigated as many 326 employees from many companies in the UK and Netherlands in many positions. Work engagement, organizational commitment, job involvement, and organizational identification might share similar characteristics, thus, work engagement was confirmed as theoretically and empirically that had unique characteristic other idiom and it concerned to the employee and the work. Work engagement also important factors to the determinant of individual and organizational performance outcomes (Khoreva & Van Zalk, 2016). Nazir and Ul Islam (2017) research supported previous research that presumes organizational commitment had strong relationship with work engagement. Answering these questions, Nazir and Ul Islam (2017) did a questionnaire survey on 600 employees from various units (government as well as private) in higher educational institutes of Delhi. The study result disclosed the perceived organizational support influenced on employee performance and affective commitment mediated by employee engagement, also, employee engagement itself contributed positively significant on employee performance and affective commitment (Nazir & Ul Islam, 2017;Prottas et al., 2017). From the elaboration related with relationship between Organizational Commitment and Work Engagement construction of hypothesis we propose the following hypothesis, Hypothesis 2: Organizational commitment has significantly influenced to Work Engagement. Milliman et al. (2003 ) mentioned that workplace spirituality trait could be categorized as the three main dimension construct: first is individual level (meaningful work) which is elevated to enjoy work, energized by work, and work gives personal meaning and purpose, second is sense of community (sense of community) which upraised with sense of connection with coworkers, employees support each other, and linked with a common purpose characters, third is organizational level (alignment with organization values) which is embossed feel connected to organization's goals, identify with organization's mission and values, organization cares about employees (Milliman et al., 2003 ) and this trait adjoining with work engagement trait such as, participation (Aktar, 2018), engagement also related with positive affect, which lead to work efficiencies, employee retention, creativity (Albrecht, 2012). Energized at workplace belongs to work engagement and workplace spirituality, also, meaningful at the workplace has a close relationship with a dedication which is one main trait of work engagement. This leads to other formulations of hypotheses as mentioned below:

Workplace Spirituality and Work engagement
Hypothesis 3: Workplace Spirituality has a significant relationship with Work Engagement. Hypothesis 4: Workplace Spirituality has significantly influenced to Work Engagement.
Based on previous literature review, the study suggests five hypotheses consisting of four alternative hypotheses and one null hypotheses. Fig. 1 is a model developed for this study depicting the summary of the hypotheses.

Variables Description
This study had two independent variables and One Dependent Variable. Two Independent Variables consist of : (1) Workplace Spirituality and (2) Organizational Commitment. Workplace Spirituality consists of individual presence related with three dimensional construct, first is individual level (meaningful work) which is elevated to enjoy work, energized by work, and work gives personal meaning and purpose, second is sense of community (sense of community) which upraised with sense of connection with co-workers, employees support each other, and linked with a common purpose characters, third is organizational level (alignment with organization values) which is embossed feel connected to organization's goals, identify with organization's mission and values and organization cares about employees. Organization commitmet is defined as organization commitment as (1) the affective commitment which develops when the employee becomes involved in, recognizes the value-relevance of, and/or derive his/her identity from the association with organization, (2) continuance commitment develops when the employee recognizes that he/she stands to lose investments in the organization, and/or perceives that there are no alternatives other than remaining in the organization, (3) Normative commitment develops when people internalize in the organization. One dependent variable was Work Engagement. Work Engagement described as "a positive fulfilling work-related of mind that is characterized by vigor, dedication, and absorption".  .000 Table 1 shows Workplace Spirituality items score was 0.910 with sig. 0.000, Table 2 describes Organizational Commitment items score was 0.869 with sig. 0.000, and Table 3 reports the score for Work Engagement which is equal to 0.802 with sig. 0.000. These results have concluded that all items were related with Work Spirituality, Organizational Commitment, and Work Engagement variables (Ghozali, 2013). .000

Validity and Reliability Result
According to Table 4, the significance Kaiser-Meyer-Olkin score was .877 with significance score .000, which means that all items of Workplace Spirituality, Organizationa Commitment, and Work Engagement passed the validity test. Workplace Spirituality reliability score is 0.927 (higher than 0.70) and it can be concluded that all items in Workplace Spirituality are reliable (Ghozali, 2013).  Table 5 shows that Organizational Commitment reliability score result is 0.971 (higher than 0.70). It can be summarized that all items in Organizational Commitment reliability were reliable (Ghozali, 2013).  Table 6 shows the reliability score for Work Engagement is equal to 0.908 (higher than 0.70) and we can conclud that all items in Work Engagement were reliable (Ghozali, 2013).

Path Analysis
This research employs three data analyses i.e. descriptive, Classic Assumption Test, and Path Analysis. Descriptive analysis aims to describe research each variables itens, research demographics, while Assumption Classic test intends to identify (1) data normality which made sure data residual was distributed normal (2) Heteroscedacity Test (Scatter Plot and Park Test (Ghozali, 2013). This research was deployed the respondent demographics to describe big picture of respondents' characteristics based on work experiences, gender, and educational background. Classic assumption test was conducted in this research to make sure the data is normal and homogeneous. Path analysis was added to measure the relationship between work spirituality, organizational commitment, and work engagement. Also, significance of the result was measured by manual formula that gathered from variables coefficients and variable significance score (Ghozali, 2013). Working Experiences Gender Educational background Fig. 2. Personal characteristics of the participants Table 7 shows the results of some basic statistics associated with the primary data of the survey. The highest score from work spirituality items was Item (1) "If I did not perform this job well, I am afraid my colleagues can't perform their job well" mean score was 3.95, item (5) "My prior priorities related with my high effort to finish every task in my job" mean score was 3.95, item (3) "I know every task in my job have high contribution to the my company" mean score was 3.91, Item (2) "I feel my job is important to the others especially my company and my colleagues" mean score was 3.88, item (8) "I believe I proper for this position" mean score was 3.88, item (4) "I have to finished my job before I go back home" mean score was 3.83, item (9) "If I found some difficulties, I believe I can solved with my best effort" mean score was 3.79, item (7) "I believe I can finished every responsibilities that given to me" mean score was 3.78 which had categorized good condition. Only, item (6) "If I can't finish every task, it has meant I proper to filled this position" mean score was 3.41 which had categorized enough condition.  The work engagement item variable highest score was Item (6) "I am not realized my colleagues present when I am working" mean score was 4.11, Item (3) "I had to stimulate myself with positive words at workplace" mean score was 4.03, item (8) "I chose to focused to finish my job than talk to my colleagues in the office" mean score was 4.03, Item (1) "In the early morning, I feel enthusiastic to work" mean score was 4.02, item (9) "It is difficult to detach me and my job/task when I am working in the office" mean score was 4.02, item (7) "I felt time flies when I was working at workplace" mean score was 4.00, Item (2) "I feel I can't wait to start working at workplace" mean score was 3.99, item (4) "I can't sleep in the evening If I did not finished my task in the office" mean score was 3.97, item (5) "I felt guilty when I came back in my home If I could not finished my job in the office" mean score was 3.95 which had been categorized good condition. Fig. 3 shows that Workplace spirituality, Organizational Commitment, and Work Engagement model were distributed normally because the data spread followed the diagonal line in the chart (Ghozali, 2013). .066 c Table 10 describes the Kolmogorov Smirnov beta score was 0.056 with sig. 0.066. The result score meant that data residual was distributed normal (Ghozali, 2013). Fig. 4 indicates that the data spread randomly around top chart and down chart in number 0 in Y axis. It could be concluded that no heteroscedacity in this study (Ghozali, 2013).  Table 11 depicts no independent variable coefficients was statistically significant, which means we can conclude the regression model had no heteroscedacity (Ghozali, 2013).  Table 15 describes about how the work spirituality was related to work engagement. The R 2 score was 0.273 or 26 percent work spirituality was related with work engagement and the rest or 73 percent was decided by other variable that were not discussed in this research.  Table 13 shows work spirituality had positive relationship significance with organizational commitment (it had scored 0.522, sig. 0.000).  Table 14 represents that work spirituality and organizational commitment influenced on work engagement for about 31 percent and the rest (69 percent) was influenced by others variables. According to Table 15, work spirituality and organizational commitment simultaneously influenced on work engagement. The mediated variable could be calculated as follow: e1 score was 0.8526, e2 score was 0.8294, P3 score was 0.274, Sp2 score was 0.056, P2 score was 0.529, Sp3 score was 0.066 and, the Sp2p3 score was 0.03831. In purpose to test significance, T test significance was needed. Thus, t test significance is equal to 9.44642, In other words, this score is higher than significance score when the level of significance is 0.05, which means that 0.135198 coefficient mediation was mediated completely. H4 = Workplace Spirituality has significant relationship with Work Engagement mediated Organizational Commitment. H4 has been accepted. This result is confirmed by Akbar et al. (2018), Aktar (2018) and Albrecht (2012).

Discussion
In this study, Workplace spirituality has positive relationship and significant to organizational commitment which had similarity with Sintaasih et al.  (2017) (2012), Farndale et al. (2014), Khoreva and Van Zalk (2016), Nazir and Ul Islam (2017) and Prottas et al. (2017). Albrecht (2012) research was conducted in mining industry (manufacturing industry) with employee engagement as the mediation variable which considered (organizational) commitment as the outcome and Work engagement. Farndale et al. (2014) research was held by Work engagement, Organization engagement, and Work Engagement associated with organizational commitment (affective commitment, continuance commitment, active learning, organizational citizenship behavior organization (OCBO), and job satisfaction). Khoreva and Van Zalk (2016) did a survey in leadership development as the independent variable and Psychological Contract Fulfilment as the mediation variable and gender was dummy variable. Nazir and Islam (2017) research involved perceived organizational support, employee engagement, affective commitment, and employee performance as their variables model/ Workplace spirituality had significant and positive impact to work engagement supported by Milliman et al. (2003) which mentioned that workplace spirituality contained meaningful at work as the individual level, sense of community also as the individual level, and how the organizational did strategy steps to correlated between individual purpose and organization level as the organization level to relate with work engagement. Also, Aktar (2018) mentioned participation as the correlated with work engagement, Albrecht et al. (2012) reported similar results between positive affect, work efficiencies and employee retention creativity had close relationship with work engagement consequences.

Conclusion remarks
The result of this study supported previous theories that were explaining how to Workplace spirituality may impact on organizational commitment and work engagement directly. The findings supported and strengthened previous theory and research. Companies in Indonesia especially Banking sector have to exposure workplace spirituality in purpose to gain better performance on work engagement (positive feeling with vigor, dedication, and absorption traits) and organizational commitment (affective, continuance, and normative commitment) especially on how to recognize the contribution at workplace, to create meaningful work assignment, and trustworthiness and feeling self-worth at the workplace. Twouniqueness in this research could be found. First uniqueness of this research was how to measure relationship model between workplace spirituality, organizational commitment, and work engagement was measured directly or indirectly especially how to measured Work Spirituality to Work Engagement directly which was never accomplished before in previous research. Thus, Second, this study also was performed in banking sector and previous study or research never elaborated before. The study has a few limitations: (1) this study only focused in Banking sector perhaps it will gain different results when it is implemented in other sectors, (2) Sample is gathered randomly perhaps next research could get use different sample method such as, stratified or etc.
(3) bigger sample is needed to gain better perspective in the future especially in Indonesia which consists of many ethnic, race, and religion.