DOCTORAL THESIS

Individual spirit at work and its relationship

with employee work attitudes and
organisational outcomes
An empirical examination in corporate Thailand

Passagorn Tevichapong

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 INDIVIDUAL SPIRIT AT WORK AND ITS RELATIONSHIP WITH

EMPLOYEE WORK ATTITUDES AND ORGANISATIONAL

OUTCOMES: AN EMPIRICAL EXAMINATION IN CORPORATE

THAILAND

PASSAGORN TEVICHAPONG

Doctor of Philosophy

ASTON UNIVERSITY

April 2012

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is understood to recognise that its copyright rests with its author and
that no quotation from the thesis and no information derived
from it may be published without proper acknowledgement.

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 THESIS SUMMARY
ASTON UNIVERSITY
Title: Individual Spirit at Work and Its Relationship with Employee Work Attitudes
and Organisational Outcomes: An Empirical Examination in
Corporate Thailand
Submitted by: Passagorn Tevichapong
Degree: Doctor of Philosophy Date of
Submission: April, 2012
The purpose of this thesis is to conduct empirical research in corporate Thailand
in order to (1) validate the Spirit at Work Scale (2) investigate the relationships between
individual spirit at work and three employee work attitudinal variables (job satisfaction,
organisational identification and psychological well-being) and three organisational
outcomes (in-role performance, organisational citizenship behaviours (OCB), and
turnover intentions) (3) further examine causal relations among these organisational
behaviour variables with a longitudinal design (4) examine three employee work
attitudes as mediator variables between individual spirit at work and three
organisational outcomes and (5) explore the potential antecedents of organisational
conditions that foster employee experienced individual spirit at work.

The two pilot studies with 155 UK and 175, 715 Thai samples were conducted
for validation testing of the main measure used in this study: Spirit at Work Scale
(Kinjerski & Skrypnek, 2006a). The results of the two studies including discriminant
validity analyses strongly provided supportive evidence that Spirit at Work Scale
(SAWS) is a sound psychometric measure and also a distinct construct from the three
work attitude constructs. The final model of SAWS contains a total of twelve items; a
three factor structure (meaning in work, sense of community, and spiritual connection)
in which the sub- factors loaded on higher order factors and also had very acceptable
reliability. In line with these results it was decided to use the second-order of SAWS
model for Thai samples in the main study and subsequent analysis.

The 715 completed questionnaires were received from the first wave of data
collection during July - August 2008 and the second wave was conducted again within
the same organisations and 501 completed questionnaires were received during March -
April 2009. Data were obtained through 49 organisations which were from three types
of organisations within Thailand: public organisations, for-profit organisations, and not-
for-profit organisations. Confirmatory factor analysis of all measures used in the study
and hypothesised model were tested with structural equation modelling techniques. The
results were greatly supportive for the direct structural model and partially supportive
for the fully mediated model. Moreover, there were different findings across self report
and supervisor rating on performance and OCB models. Additionally, the antecedent
conditions that fostered employees experienced individual spirit at work and the
implications of these findings for research and practice are discussed.

Keywords: Individual spirit at work, work attitudes, organisational outcomes,

antecedent conditions of individual spirit at work, Thailand
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