organiza ti on to acquire advantages by crea ti ng a so ‐ cial environment in which employees can succeed. Many organiza ti ons enhance the crea ti on of this growing phenomenon because they view a humane work environment as valuable to employees, coworkers, and the corpora ti on as a whole (Burack, 1999). Employees who work in an environment of depression and less spirituality will have low morale, increased absenteeism, high turnover, burnout, and illness related to repe titi ve stress, and will adopt a non ‐commi tt al a tti tude toward the organiza ti on. On the other hand, commi tt ed employees ac ti vely par ‐ ti cipate in the organiza ti on’s proposals, plans, and ac ti vi ti es. Employees who are commi tt ed to the or ‐ ganiza ti on display a strong desire to stay. They also are proud to be part of the organiza ti on. An organi ‐ za ti on will gain a competiti ve advantage, success ‐ fully implement business plans, and achieve its goals if it has many loyal employees who are less likely to quit or be absent from work (Jeon & Choi, 2020; 1 INTRODUCTION Many individuals feel frustrated by the lack of meaning in their public or professional lives, despite much entertainment, comfort, and technological progress. In this context, organiza ti ons should not consider work as a source of obtaining money only; the psychological and spiritual aspects of employees also should be taken into account. In recent years, spirituality has gained great interest among aca ‐ demics and managers, especially with the emer ‐ gence of many posi ti ve results from previous studies—for example, Tischler et al. (2002), Milli ‐ man et al. (2003), Duchon & Plowman (2005), Rego & Cunha (2008), and Saadatyar et al. (2019) empha ‐ sized the importance of this aspect for the em ‐ ployee and the organiza ti on alike, which is seen as a fundamental change within the organiza ti onal sci ‐ ences. Furthermore, workplace spirituality has a sig ‐ nificant impact on an organiza ti on, allowing the WORKPLACE SPIRITUALITY , AFFECTIVE COMMITMENT, AND MEDIATING ROLE OF WORKPLACE FRIENDSHIP Ahmed Abdelsalam Ragab Elnafrawy Department of Administra ti ve Science & Humani ti es, Faculty of Community College, Majmaah University, Majmaah, Saudi Arabia a.elnafrawy@mu.edu.sa Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 69 Abstract Spirituality theory refers to enhancing desire and increased acti vity at work, employee par ti cipa ti on, and commitment to their organiza ti ons. Incorpora ti ng the state of spirituality with the social support theory represented by strong pos ‐ i ti ve friendships at work generally enhances enthusiasm and posi ti ve results for organiza ti ons. This study explores the relati onship between three dimensions of workplace spirituality (meaning of work, sense of connec ti on, and adjust ‐ ment with values) and a ffec ti ve commitment with the media ti ng of workplace friendship. Data were collected from 461 employees of 150 Egyp ti an charity organiza ti ons using a ques ti onnaire. Par ti al least squares structural equa ti on modeling (PLS ‐SEM) was implemented to analyze the results. The results indicated that a sense of connec ti on and ad ‐ justment with values were posi ti vely related to a ffec ti ve commitment. Workplace friendship was found to be a sig ‐ nificant mediator in such rela ti onships. The findings suggest that by improving spirituality in charity organiza ti ons, managers can promote employees’ affec ti ve commitment and strengthen the posi ti ve friendship rela ti ons between the employees of these organiza ti ons. This study adds to the exis ti ng literature on workplace spirituality by showing how spirituality is linked to workplace friendship and a ffec ti ve commitment. Keywords: charity organiza ti ons, a ffec ti ve commitment, workplace spirituality, workplace friendship Vol. 11, No. 1, 69 ‐82 doi:10.17708/DRMJ.2022.v11n01a05 Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 70 Ahmed Abdelsalam Ragab Elnafrawy: Workplace Spirituality, A ffec ti ve Commitment, and Media ti ng Role of Workplace Friendship Jaramillo et al., 2005). Furthermore, friendships are very much needed to bring feelings of happiness and well ‐being. Although friendships can mean dif ‐ ferent things to people from various cultures and communi ti es, some friendships exist only in the workplace. Workplace friendships enhance em ‐ ployee engagement, and a ffec ti ve climate boosts produc ti vity, confidence, mutual respect, open com ‐ munica ti on, emo ti onal engagement, and caring. These are some of the characteris ti cs that make a rela ti onship successful and pleasant (Cao & Zhang, 2020). The literature focused on the rela ti onships between workplace spirituality and a tti tudes of work such as increased employee engagement (Roof, 2015), job sa ti sfac ti on (Palframan & Lan ‐ caster, 2019), performance (Rego & Cunha, 2008), work unit performance (Duchon & Plowman, 2005), decreased inten ti on to quit (Gatling et al., 2016), and organiza ti on commitment (Milliman et al., 2017). Several studies tested the rela ti onship be ‐ tween workplace spirituality and organiza ti onal commitment in various dimensions; some of this work focused on a ffec ti ve commitment only, e.g., Milliman et al. (2003, 2017) and Saadatyar et al. (2019) found that when employees find meaning in their work and feel a part of a spiritual organiza ‐ ti onal climate, they are more commi tt ed to their or ‐ ganiza ti on, become more involved, and work to their greatest capacity. Despite past studies’ scien ti fic contribu ti ons, there s ti ll is a clear gap regarding this area, which lim ‐ its the concept’s development, extension, and appli ‐ cability, especially in di fferent areas of applica ti on and environments (Desa & Koh, 2011). Several main points were extracted from previous studies to determine the posi ti oning of the present study. First, despite studies indica ti ng that spirituality conceptualiza ti on tends to be stronger than empirical evidence in the literature, this constraint persists. Similarly, Gatling et al. (2016) stated that addi ti onal evidence ‐based em ‐ pirical studies of the role of spirituality in organiza ‐ ti onal life are needed. Second, the diversity of expressions and dimensions of spirituality are micro, macro, private, or public. There are three main per ‐ spec ti ves for considering spirituality: personal, in the workplace, and organiza ti onal. Authors indicate work ‐ place spirituality to be a type of organiza ti onal wis ‐ dom because of the similari ti es in discourse and prac ti ce of both. Rocha & Pinheiro (2020) stated that it should be studied across religions. Third, in contrast to studies that found a posi ti ve influence of workplace spirituality on organiza ti onal outcomes, significant sci ‐ en ti fic opinion indicates a poten ti ally harmful impact of workplace spirituality on organiza ti ons and its re ‐ la ti onship to organiza ti onal performance (Houghton et al., 2016). Finally, the rela ti onship between work ‐ place spirituality and organiza ti onal commitment has received scholarly a tt en ti on (Campbell & Hwa, 2014; Gupta et al., 2014; Roof, 2015; Milliman et al., 2017; Saadatyar et al., 2019), but the role of friendship in the workplace is incomprehensible in this rela ti on ‐ ship. In other words, the mechanism of workplace spirituality and workplace friendship that can encour ‐ age a ffec ti ve commitment is unclear. The literature has focused on the e ffects of workplace spirituality on organiza ti onal commitment and other media ti ng vari ‐ ables (Rego & Cunha, 2008; Campbell & Hwa, 2014). However, workplace friendship was not one of those variables, either directly or as a mediator. Therefore, this study assessed whether work ‐ place spirituality can relate directly to a ffec ti ve com ‐ mitment or through a media ti ng workplace friendship. To fill these gaps, the following study ques ti ons were inves ti gated: Q1: What are the rela ti onships between the dimen ‐ sions of workplace spirituality at mul ti ple levels (meaning of work at an individual level, sense of connec ti on at a group level, and alignment with or ‐ ganiza ti onal values at organiza ti onal level) and af ‐ fec ti ve commitment and workplace friendship? Q2: Do the proposed elements of workplace spiri ‐ tuality found in the literature cons ti tute the concept of workplace spirituality in the study sample? Q3: How does workplace friendship mediate the re ‐ la ti onship between the three dimensions of work ‐ place spirituality and a ffec ti ve commitment? Following the objec ti ves presented previously, this study makes several poten ti al contribu ti ons. First, it contributes to the spirituality literature by confirming workplace spirituality as a fundamental antecedent to crea ti ng an a ffec ti ve commitment (e.g., Joelle & Coelho, 2019; Saadatyar et al., 2019). Scholars called for more research to emphasize this Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 71 rela ti onship, especially in more applied fields (Desa & Koh, 2011). To the researcher’s knowledge, no studies addressed the rela ti onship between study variables in charity fields. Second, there have been con ti nued calls for the development of studies fo ‐ cused on workplace spirituality (Dal Corso et al., 2020). Few previous studies addressed the impact of spirituality at the organiza ti onal level, and many of those studies focused only on employee a tti ‐ tudes. Three levels (individual level, group level, and organiza ti onal level) were examined in this study. Third, Muzaki & Anggraeni (2020) combined workplace spirituality and friendship as indepen ‐ dent factors but did not test the rela ti onship be ‐ tween them. To the researcher’s knowledge, no study has illustrated how spirituality enhances building friendships in organiza ti ons. This research contributes to understanding this rela ti onship. Fi ‐ nally, most of the studies and contribu ti ons on workplace spirituality have been in developed coun ‐ tries such as the United Kingdom and the United States, and few studies have been conducted in other countries. Developing countries need many studies in this field to expand knowledge and en ‐ hance posi ti ve organiza ti onal results. The main contribu ti on of this study is its inves ‐ ti ga ti on of the rela ti onship between three dimen ‐ sions of workplace spirituality (meaning of work, sense of connec ti on, and adjustment with values) and a ffec ti ve commitment with the media ti ng role of workplace friendship. This study developed a model that can be applied within the volunteer work environment, adds to the spirituality litera ‐ ture, and sets several prac ti cal guidelines for man ‐ agers in the service sectors in general and charity organiza ti ons in par ti cular. 2 THEORETICAL BACKGROUND AND HYPOTHESES 2.1 Workplace Spirituality Workplace spirituality is a broad research area that has earned a great of attention in the last decade by exploring how employees search for purpose, meaning, and goals (Milliman et al., 2017). According to Mitroff et al. (2009), work ‐ place spirituality is a spiritual activity that involves an effort to achieve a goal in life that creates strong relationships with colleagues related to the work itself and has consistency and harmony between the central concepts the values contained in the organization. Ashmos & Duchon (2000) defined it as “the confirmation that employees have an inte ‐ rior life that nourishes and is nourished by the meaning of work that happens in the context of connection.” Kinjerski & Skrypnek (2004) defined workplace spirituality as “the experience of em ‐ ployees who are passionate, enthusiastic, and re ‐ freshed about their work, those who find some meaning and purpose in their work, and those who feel that they are at work themselves.” Tischler et al. (2002) stated that spirituality is associated with emotions or certain behaviors and attitudes of an individual. It is a state that harmonizes with the fundamental values of all noble teachings and speaks of the existence of an identity and God (Margaretha et al., 2020). Workplace spirituality is a mul ti dimensional variable dis ti nguished at the individual, group, and organiza ti onal levels. The individual level involves the meaning of work, the work group ‐level involves the sense of connec ti on, and the organiza ti onal level involves adjustment with values (Milliman et al., 2003). According to Ashmos & Duchon (2000), the meaning of work refers to a structure of compa ti bil ‐ ity to feel the powerful essence and purpose of doing work. It represents how employees interact with their regular ac ti vi ti es. It means viewing spiri ‐ tuality as something enjoyable, compelling, and deep in meaning, and contribu ti ng to others to meet the needs of the individual (Palframan & Lan ‐ caster, 2019). A sense of team connec ti on represents the group level and refers to the behavior of employees and their interac ti ons with colleagues. In this area, spirituality is based on the mental, emo ti onal, and spiritual rela ti onships of the corporate team mem ‐ bers. The essence of this connec ti on is the existence of broad human rela ti onships, including support, freedom of expression, and protec ti on. Team spirit, coopera ti ve objec ti ves, a sense of belonging, and a common goal are only a few of them (Rocha & Pin ‐ heiro, 2020(. Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 72 Ahmed Abdelsalam Ragab Elnafrawy: Workplace Spirituality, A ffec ti ve Commitment, and Media ti ng Role of Workplace Friendship Lastly, adjustment with values represents the levels of personal experience that had a good align ‐ ment between individuals ideals and their organiza ‐ ti on’s mission and goals. It relates represen ti ng the harmony between organiza ti onal values and an in ‐ dividual’s inner life. These include broader connec ‐ ti ons and leader engagement (Milliman et al., 2003). 2.2 Affec ti ve Commitment Organiza ti onal commitment is considered to be a cri ti cal factor that influences the success levels of employees in various organiza ti ons (Yavuz, 2010). According to Allen and Meyer (1990), commitment to organiza ti ons is defined as a “psychological con ‐ di ti on which characterizes employees’ rela ti onship with the organiza ti on and reduces employees’ like ‐ lihood of leaving it” (Rego & Cunha, 2008). Allen and Meyer (1990) proposed three dimen ‐ sions of commitment in organiza ti ons: (1) a ffec ti ve commitment, described as an engagement with the values and objec ti ves of the organiza ti on, leads to be tt er performance; (2) con ti nuance commitment, the employee’s view of the cost of qui tti ng the or ‐ ganiza ti on; and (3) norma ti ve commitment, in which employees recognize their responsibility to stay in the organiza ti on. This study focuses on a ffec ‐ ti ve commitment because it has the most significant impact on essen ti al work outcomes. A ffec ti ve com ‐ mitment also is considered to be an essen ti al com ‐ ponent of organiza ti onal commitment (Demirtas & Akdogan, 2015). 2.3 Workplace Spirituality and A ffec ti ve Commitment Rego & Cunha (2008) men ti oned that experi ‐ mental and theore ti cal values suggest that employ ‐ ees’ impressions of workplace spirituality help them to increase their degree of organiza ti onal commit ‐ ment. Commitment has become a significant factor in management, implying that more commi tt ed in ‐ dividuals are more likely to devote more ti me to suppor ti ng the business in achieving its goals. In addi ti on, many previous studies focused on the connec ti on between workplace spirituality and organiza ti onal commitment (e.g., Krishnakumar & Neck, 2002; Roof, 2015; Milliman et al., 2003, 2017; Saadatyar et al., 2019). Workplace spirituality has a good influence on commitment. The results of Campbell & Hwa (2014) showed that there is an es ‐ sen ti al posi ti ve associa ti on between all three spiri ‐ tuality components and a ffec ti ve engagement. In short, the literature indicates that workplace spiri ‐ tuality contributes to employees’ growth and a ffec ‐ ti ve commitment. Regarding the analysis of the rela ti onship between the three dimensions of work ‐ place spirituality and a ffec ti ve commitment. Geldenhuys et al. (2014) defined the meaning of work as “the level at which the employee considers their work to be generally meaningful, significant, and worthwhile.” They indicated that meaningful work is essen ti al and related to work engagement and organiza ti onal commitment at work. Meaning and commitment are crucial for op ti mal workplace func ti oning. Therefore, the following hypothesis is proposed: H1a: Meaning of work has a posi ti ve rela ti onship with a ffec ti ve commitment. Personnel with a strong sense of connec ti on perceive that their workplace fits their require ‐ ments, improves their quality of life, and expects them to be responsible ci ti zens and members of their organiza ti on. Furthermore, employees with a strong sense of connec ti on understand the purpose and value of the organiza ti on’s well ‐being for the collec ti ve good, and are less prone to feeling lonely and alienated, and have a commitment to the orga ‐ niza ti on. This means a posi ti ve rela ti onship between sense of connec ti on and a ffec ti ve commitment (Zani & Cicognani, 2012). Therefore, the following hypothesis is proposed: H1b: Sense of connec ti on has a posi ti ve rela ti onship with a ffec ti ve commitment. According to Klapper et al. (2020), previous re ‐ search has revealed that managers who have con ‐ gruence and clarity between their personal and organiza ti onal values have the highest commitment and organiza ti onal performance compared with those who do not. Values and person–organiza ‐ Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 73 ti onal fit have a significant impact on many ele ‐ ments of organiza ti onal behavior. When an organi ‐ za ti on’s individual and organiza ti onal values are aligned, it fosters more ‐favorable employee a tti ‐ tudes such as organiza ti onal commitment, lower turnover, and job sa ti sfac ti on. Therefore, the follow ‐ ing hypothesis is proposed: H1c: Adjustment with values has a posi ti ve rela ti on ‐ ship with a ffec ti ve commitment. 2.4 Workplace Friendship Workplace friendship can be defined as “the in ‐ formal, voluntary, and person ‐related interac ti ons among individuals in an organiza ti on” (Nielsen et al., 2000). Workplace friendship is a component of human social needs. As we spend more ti me at work, workplace friendship is inevitable and leads to less ti me connec ti ng with other par ti es. Because of its posi ti ve e ffect on many favorable organiza ‐ ti onal and employee a tti tudes, such as organiza ‐ ti onal engagement, organiza ti onal success, job sa ti sfac ti on, and others, workplace friendship can increase workplace sustainability. This occurs when people are experiencing di fficul ti es; colleagues at work will provide help and assistance. Therefore, when there is a posi ti ve work environment, the in ‐ tegra ti on of employees occurs, and they will be more mo ti vated to work (Chen et al., 2013; Cao & Zhang, 2020). However, several studies of the harm ‐ ful e ffects of workplace friendship, such as sexual harassment, nepo ti sm, and favori ti sm, have been conducted (e.g., Du ffy et al., 2002; Dunbar, 2004; Pillemer & Rothbard, 2018). Those studies showed that workplace friendship has an undesirable out ‐ come at work. 2.5 Workplace Spirituality and Workplace Friendship Work should be regarded as a means of op ti ‐ mizing u ti lity and as a source of significance for in ‐ dividual iden titi es: people do not only want to create rela ti onships in which they can build a legi ti ‐ mate account for themselves with their peers, friends, and family. These reflect people’s sense of self ‐iden ti ty, and they are influenced strongly by workplace values and spirituality (Gotsis & Kortezi, 2008(. One of the components of workplace spiri ‐ tuality is a “sense of connec ti on.” It has been de ‐ fined as an interconnec ti on between employees, sharing common values, vision, empowerment, re ‐ sponsibility, and friendship (Garg, 2017). Petchsawanga and Duchon (2012) reviewed re ‐ search evidence that shows a connec ti on between workplace spirituality and work outcomes, such as a tti tudes toward work, commitment, job sa ti sfac ‐ ti on, and work e ffec ti veness as evaluated by the or ‐ ganiza ti on such as coopera ti on and teamwork. Janik and Rothmann (2015) stated that well ‐es ‐ tablished and pleasant coworker rela ti onships lead to a stronger sense of meaning in one’s work. Em ‐ ployees who feel cared for by their coworkers and supervisors will be appreciated, respected, valuable, and worthy. The study results showed a posi ti ve cor ‐ rela ti on between psychological meaningfulness, coworker rela ti onships, and supervisor rela ti onships. Therefore, the following hypothesis is proposed: H2a: Meaning of work has a posi ti ve rela ti onship with workplace friendship. Xiao et al. (2020) showed how an interper ‐ sonal trait might increase or stifle the effects of professional friendship. They discovered that when social contacts influence employees’ self ‐concept, they are more likely to obtainget relational energy from their coworkers, enhancing their interper ‐ sonal conduct. Therefore, the following hypothesis is proposed: H2b: Sense of connec ti on has a posi ti ve rela ti onship with workplace friendship. According to Rezapouraghdam et al. (2019), the workplace is regarded as an inextricable component of human lives and a source of value where people spend copious amounts of ti me interac ti ng with others, genera ti ng value and contribu ti ng to society. Workplace spirituality refers to organiza ti onal ideals that go beyond individual experiences and provide a sense of connec ti on to employees. Spirituality in the workplace increases employees’ self ‐transcen ‐ Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 74 Ahmed Abdelsalam Ragab Elnafrawy: Workplace Spirituality, A ffec ti ve Commitment, and Media ti ng Role of Workplace Friendship dence values. It mo ti vates them to par ti cipate in ac ‐ ti vi ti es that benefit others, fostering considera ti on for others, a desire to serve others, and a sense of togetherness among coworkers. Therefore, the fol ‐ lowing hypothesis is proposed: H2c: Adjustment with values has a posi ti ve rela ti on ‐ ship with workplace friendship. 2.6 Workplace Friendship and A ffec ti ve Commitment Xiao et al. (2020) stated that individuals who have a work friend are not only healthier and happier, but they are also seven ti mes more likely to be in ‐ volved in and commi tt ed to their work than are those who do not. Improving great rela ti onships between colleagues will promote a be tt er climate; enhance members’ interpersonal connec ti ons; reinforce coop ‐ era ti on and respect; and share value, work experi‐ ence, and pleasure. Sta ff members who have close emo ti onal links with their coworkers are more likely to connect with their work team and be more likely to express empathy and encourage a colleague who is having problems (Berman et al., 2002). Previous studies have shown the posi ti ve im ‐ pact of workplace friendship on a ffec ti ve commit ‐ ment. For example, Lu (1999) stated that in the workplace, when there are suppor ti ve coworkers who help one another in a team, the team not only will have a successful and fit work environment, but the individuals’ a ffec ti ve involvement will be in ‐ creased. Moreover, Hsu et al. (2020) reached the same conclusion: workplace friendship has a substan ti al rela ti onship with a ffec ti ve commitment. Therefore, the following hypothesis was developed: H3: Workplace friendship has a posi ti ve rela ti onship with a ffec ti ve commitment. 2.7 Workplace Friendship as a Mediator Potgieter et al. (2018) found that career con ‐ cerns were significant boundary condi ti ons for emo ‐ ti onal (media ti on) friendship in work and job embeddedness–reten ti on prac ti ces sa ti sfac ti on. According to numerous studies, employees with strong rela ti onships with friends have low ab ‐ sences and become less likely to leave work. Fur ‐ thermore, because they have a connec ti on to their friends in a workplace that embraced, understood, and supported them at work, they also increase their commitment to the work (Morrison, 2004; Yan et al., 2021). Therefore, this study builds upon the theory of social encouragement and assumes that spirituality contributes to emo ti ve a tt aches and good friendships between employees help im ‐ prove the emo ti onal involvement of employees in their team. Thus, the following hypotheses have been developed: H4a: Workplace friendship acts as a mediator be ‐ tween the meaning of work and a ffec ti ve commit ‐ ment. H4b: Workplace friendship acts as a mediator be ‐ tween a sense of connec ti on and a ffec ti ve commit ‐ ment. H4c: Workplace friendship acts as a mediator be ‐ tween adjustment with values and a ffec ti ve commit ‐ ment. The previous hypotheses are summarized in Figure1. 3 METHODOLOGY 3.1 Par ti cipants and Se tti ng of Research This study was conducted in 150 Egyp ti an char ‐ ity organiza ti ons at the Al ‐Gharbia governorate. The researcher used a convenient sampling method to collect primary data from employees working at or ‐ ganiza ti ons, and the ques ti onnaire was designed using Google forms and distributed online from 30/12/2020 to 28/1/2021. A total of 550 ques ti on ‐ naires were distributed, and 461 valid responses were collected, a response rate of 83.8%. The de ‐ mographic characteris ti cs of the par ti cipants are listed in Table 1. Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 75 Table 1: Par ti cipants’ demographic characteris ti cs 3.2 Measures All the parameters in this research were translated from English to Arabic and then back to English. This reverse translation process, which was carried out with a bilingual Arabic to English translator, aimed to guarantee context equiva ‐ lence. All variables were measured from 1 (strongly disagree) to 5 (strongly agree) using a five ‐point scale. The researcher used 18 elements adapted from Milliman et al.’s (2003) scale to measure workplace spirituality. Workplace spiri ‐ tuality was a multidimensional item containing meaning of work (six items), sense of connection (six items), and adjustment with values (six items). Example items included “I understand the things that give me meaning at work” for mean ‐ ing of work, “In this work, I am free to express my opinions” for sense of connection, and “I feel pos ‐ itive about my organization’s values” for adjust ‐ ment with values. A 10 ‐item scale was adapted from Nielsen et al. (2000) to measure workplace friendship (e.g., “In this charity organization, all coworkers are motivated to communicate with Figure 1: Research model Characteris ti c Number % Gender Male 237 51.4 Female 224 48.6 Age <30 years 40 8.7 30 to <40 years 171 37.1 40 years and older 250 54.2 Work experience <5 years 40 8.7 5 to <10 years 108 23.4 10 years and more 313 67.9 Educa ti on level Postgraduate studies 4 0.9 University graduate 151 32.8 Intermediate educa ti on 263 57 Less than intermediate educa ti on 43 9.3 Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 76 each other”). Affective commitment was exam ‐ ined using five elements adapted from Allen and Meyer’s (1990) scale; an example item was “I re ‐ ally believe that the problems of this organization are my problems.” 3.3 Analyses WarpPLS 7.0 so ft ware was used in this analysis. WarpPLS automa ti cally generates images of data. Par ti al least squares structural equa ti on modeling (PLS ‐SEM) uses specific steps; the measurement model is evaluated in the first stage by verifying the validity and reliability of the structures chosen for the analysis. It has the added benefit of resolving nonlinear rela ti onships o ft en found in behavioral data (Kock, 2015). 3.4 Validity and Reliability Table 2 presents the correla ti on, mean, stan ‐ dard devia ti on, reliability, and the square root of av ‐ erage variance extracted (AVE). This confirms that all the items had a high level of internal accuracy. Both composite reliability (CR) and Cronbach’s α val ‐ ues were greater than or equal to 0.70. The corre ‐ la ti ons between each item and other latent items were greater than the correla ti ons between that item and other items, reflec ti ng discriminant validity (Fornell & Larcker, 1981). 3.5 Model Fits The measurement models had acceptable fit with the data: Tenenhaus goodness of fit (GoF) = 0.785 (medium ≥ 0.25, large ≥ 0.36); average path coe fficient (APC) = 0.224 (p < 0.001); average R ‐ squared (ARS) = 0.729 (p < 0.001); average adjusted R ‐squared (AARS) = 0.726 (p < 0.001); Simpson’s paradox ra ti o (SPR) = 0.70 (appropriate value ≥ 0.7); R ‐squared contribu ti on ra ti o (RSCR) = 0.906 (appro ‐ priate value ≥ 0.9); sta ti s ti cal suppression ra ti o (SSR) = 1.00 (appropriate value ≥ 0.7); and nonlinear bi ‐ variate causality direc ti on ra ti o (NLBCDR) = 0.70 (ap ‐ propriate value ≥ 0.7(. 4 RESULTS The hypotheses were evaluated using path analysis between constructs, and the path coe ffi ‐ cients are stated along with p ‐values. The direct path coe fficients are presented in Table 3. These results support H1b and H1c, because they show that two dimensions of workplace spiri ‐ tuality—sense of connec ti on ( β = 0.150, p < 0.001) and adjustment with values ( β = 0.269, p < 0.001)— have a posi ti ve and significant rela ti onship with af ‐ fec ti ve commitment. In contrast, meaning of work ( β = 0.046, p = 0.161) has no significant rela ti onship and no support for H1a. Ahmed Abdelsalam Ragab Elnafrawy: Workplace Spirituality, A ffec ti ve Commitment, and Media ti ng Role of Workplace Friendship Table 2: Correla ti on, mean, standard devia ti on, and AVE square root Notes: The square of AVE is shown on the diagonal. M = mean, SD = standard devia ti on, α = Cronbach’s α. **p < 0.01. Factors M SD α CR (1) (2) (3) (4) (5) Meaning of work 3.93 0.75 0.932 0.947 (0.865) Sense of connec ti on 3.97 0.69 0.934 0.948 0.880** (0.868) Adjustment with values 3.83 0.74 0.931 0.946 0.811** 0.840** (0.863) Workplace friendship 3.87 0.69 0.960 0.965 0.811** 0.851** 0.855** (0.858) A ffec ti ve commitment 4.01 0.71 0.929 0.946 0.757** 0.808** 0.818** 0.858** (0.882) Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 77 Moreover, the results support H2a, H2b and H2c, because they show that all dimensions of work ‐ place spirituality—meaning of work ( β = 0.046, p < 0.001), sense of connec ti on ( β = 0.150, p < 0.001), and adjustment with values ( β = 0.269, p < 0.001)— have posi ti ve and significant rela ti onships with work ‐ place friendship. Lastly, the results show that the link between workplace friendship and a ffec ti ve commit ‐ ment is highly posi ti ve and significant ( β = 0.526, p < 0.001); consequently, H3 is supported. Table 4 presents the indirect path coe fficients, which show that workplace friendship significantly mediates the rela ti onship between meaning of work ( β = 0.084, p = 0.035), sense of connec ti on ( β = 0.086, p = 0.031), and adjustment with values ( β = 0.143, p < 0.001) and a ffec ti ve commitment (H4a, H4b, and H4). Table 5 illustrates the direct, indirect, and total rela ti onships of meaning of work, sense of connec ‐ ti on, and adjustment with values on a ffec ti ve com ‐ mitment. The indirect associa ti on o ft en is posi ti ve and significant. Thus, although there is no direct link between meaning work and a ffec ti ve commitment, the rela ti onship becomes significant when mediat ‐ ing workplace friendship. To assess the explanatory power of the model, the findings showed that the R 2 of workplace friend ‐ ship (0.796), which indicates that meaning of work, sense of connec ti on, and alignment with values col ‐ lec ti vely explain about 80% of the di fference in workplace friendship; and the R 2 of a ffec ti ve com ‐ mitment (0.662), which indicates that meaning of work, sense of connec ti on, adjustment with values, Table 3: Path coe fficients and p ‐values Table 4: Indirect path coe fficients and p ‐values Table 5: Indirect, direct, and total influence **p < 0.01, * p < 0.05. Hypothesis β p Support H1a: Meaning of work has a posi ti ve rela ti onship with a ffec ti ve commitment. 0.046 0.161 No H1b: Sense of connec ti on has a posi ti ve rela ti onship with a ffec ti ve commitment. 0.150 <0.001 Yes H1c: Adjustment with values has a posi ti ve rela ti onship with a ffec ti ve commitment. 0.269 <0.001 Yes H2a: Meaning of work has a posi ti ve rela ti onship with workplace friendship. 0.119 0.005 Yes H2b: Sense of connec ti on has a posi ti ve rela ti onship with workplace friendship. 0.378 <0.001 Yes H2c: Adjustment with values has a posi ti ve rela ti onship with workplace friendship. 0.440 <0.001 Yes H3: Workplace friendship has a posi ti ve rela ti onship with a ffec ti ve commitment. 0.526 <0.001 Yes Hypothesis β p Support H4a: Workplace friendship acts as a mediator between meaning of work and a ffec ti ve commitment. 0.084 0.035 Yes H4b: Workplace friendship acts as a mediator between sense of connec ti on and a ffec ti ve commitment. 0.086 0.031 Yes H4c: Workplace friendship acts as a mediator between adjustment with values and a ffec ti ve commitment. 0.143 <0.001 Yes Factors Mediator Dependent Direct Indirect Total Meaning of work Workplace friendship A ffec ti ve commitment 0.05 0.063* 0.119* sense of connec ti on 0.15* 0.199** 0.349** Adjustment with values 0.269** 0.231** 0.500** Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 78 Ahmed Abdelsalam Ragab Elnafrawy: Workplace Spirituality, A ffec ti ve Commitment, and Media ti ng Role of Workplace Friendship and workplace friendship, collec ti vely explain about 66% of the di fference in a ffec ti ve commitment, In addi ti on, Q2 values higher than zero were deter ‐ mined to predict the significance of the model; Q2 of workplace friendship (0.797) and Q2 of a ffec ti ve commitment (0.781) were higher than zero. In gen ‐ eral, the results provide suppor ti ve evidence for the proposed model. 5 DISCUSSION AND CONCLUSION 5.1 Theore ti cal Contribu ti ons This study is unique in that it discusses the re ‐ la ti onship between workplace spirituality and a ffec ‐ ti ve commitment through the media ti ng role of workplace friendship. The findings advance the knowledge of workplace spirituality and workplace friendship, and provides empirical evidence to show the value of workplace spirituality in organiza ti onal life. The findings revealed a significant rela ti onship between a ffec ti ve commitment, sense of connec ‐ ti on, and adjustment with values. This means that a sense of connec ti on between personal work and work environment leads to a state of par ti cipa ti on, exchange, and commitment between individuals and belonging to the group emo ti onally. This finding coincides with those of many studies (e.g., Rego & Cunha, 2008; Desa & Koh, 2011; Saadatyar et al., 2019). The present study found no direct rela ti on ‐ ship between the meaning of work and a ffec ti ve commitment, unlike many previous studies. This may be due to the employees’ low level of work en ‐ gagement in charity organiza ti ons, their various mo ‐ ti ves, and the low financial returns in their organiza ti ons. A validated link exists between workplace friendship and a ffec ti ve commitment. Groups in the workplace interact socially, adapt from others across ac ti vi ti es, explain others’ issues, feel empathy, and respect one another, quickly leading to a ffec ti ve commitment. The findings follow those of research that has shown that workplace friendship has a pos ‐ i ti ve e ffect on employee performance (Chao, 2018). Furthermore, the findings support the signifi ‐ cant role of meaning of work, sense of connec ti on, and adjustment with values in influencing work ‐ place friendship. These results can be interpreted in light of Schneider’s (1987) statement that the the ‐ ory of a tt achment to people similar to oneself is well accepted by cogni ti ve psychology. According to the well ‐accepted a ffec ti on structure, persons are drawn to groups that are considered to be compa ti ‐ ble in characteris ti cs such as appearance, beliefs, and community. Therefore, members considered to be an excellent fit for the group’s community, be ‐ liefs, and so on are chosen. Those people who are a good match with the exis ti ng objec ti ves and princi ‐ ples and its members stay in the organiza ti on longer (Du ffy et al., 2002). As a significant result of this study, the media ‐ ti on of workplace friendship is posi ti oned uniquely between workplace spirituality elements and a ffec ‐ ti ve commitment. This study did not prove a direct rela ti onship between meaning of work and a ffec ti ve commitment. S ti ll, with the media ti on of workplace friendship, the rela ti onship became significant (full media ti on). This outcome is consistent with the ar ‐ gument of workplace spirituality, which is described as a belief or feeling about truth and transcendence or a personal quality (Rocha & Pinheiro, 2020). Workplace spirituality can be divided into three lev ‐ els: individual, group, and organiza ti onal. Individuals act as the unit and core of the organiza ti on. Individ ‐ ual spirituality refers to a person’s characteris ti cs re ‐ la ti ng to his quest for meaning, purpose, and transcendence. Therefore, individual spirituality benefits such as inner harmony, commitment, a feeling of connec ti on, and bonding with colleagues are reflected in the beliefs and a tti tudes of the per ‐ son pursuing internal change. Overall, this study contributes to the literature on spirituality. For researchers, the framework pro ‐ vides a detailed understanding of the significant role of workplace spirituality in a ffec ti ve commitment and the characteris ti cs that make spirituality a more vital compe titi ve di fferen ti ator in social service or ‐ ganiza ti ons (charity organiza ti ons). This study demonstrated how a sense of connec ti on and har ‐ mony with the organiza ti on’s principles contributes to a sense of emo ti onal connec ti on and workplace friendship as a mediator, with spiritual values sui ti ng employees’ own spiritual needs. This proof opens the opportunity for more theore ti cal and empirical studies around spirituality. 5.2 Prac ti cal Implica ti ons From a prac ti cal viewpoint, the findings of this study demonstrated the importance of enhancing workplace spirituality as a source of e ffec ti ve en ‐ gagement at sectors and organiza ti ons in which spir ‐ ituality plays a significant func ti on in the work, especially in the charity field. In this context, an or ‐ ganiza ti on should concentrate more on spiritual strength and posi ti ve peer rela ti onships to achieve a ffec ti ve commitment while developing a be tt er strategy. Spiritually driven organiza ti ons should put greater emphasis on the a ffec ti ve component of commitment than on others. Organiza ti onal training ac ti vi ti es should include a spiritual plan. Leaders should understand the spiritual needs of their em ‐ ployees and create a friendly work environment, and should establish an organiza ti onal culture that priori ti zes the collec ti ve over self ‐interest. Such principles enhance the link between a person’s self ‐ concept and work, the meaning of work, and the sense of belonging to a community. The findings also explain why individuals seek the dimensions of workplace spirituality (meaning of work, sense of connection, and adjustment with values) which lead to a greater affective commit ‐ ment to the organization and stronger friendships. This outcome suggests that leaders should encour ‐ age spiritual foundations and values, and should insert the work purpose into recruitment, devel ‐ opment, and performance assessment programs. The human resource sector should be preparing employees to create major, meaningful differences in work and then providing appreciation or bonuses for their activities. These improvements in practices have an extremely high impact on charity organizations. Performance assessments need to widen criteria to include the possibility to choose personnel who adopt spiritual principles that focus on the necessity of supplying others with spiritually laced ideals. 5.3 Limita ti ons and Future Research Direc ti ons Although the contributions of this study are in line with previous studies, this study has some limitations. The first involves the use of conve ‐ nient sampling (Peterson & Merunka, 2014). Al ‐ Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 79 though data were gathered from 150 Egyptian charity organizations, the findings of this survey cannot be generalized to all Egyptian employees. As a result, future studies should implement a more complex sampling technique. Second, due to the probability of common bias, the sample covered employees from various departments of charity organizations, different shifts, multiple cities and villages, and multiple contractual types. An appropriate sample size (461 individuals) and a diverse sample comprising a wide range of par ‐ ticipants were used. However, data should be gathered from different sources or in different pe ‐ riods in the future. Third, due to the cross ‐sec ‐ tional nature of the data, this analysis was unable to determine causality. Although structural equa ‐ tion modeling allowed for a simultaneous test of the entire system of variables in the hypothetical model, the results still should be used with cau ‐ tion. Finally, incorporating additional variables that more comprehensively can illustrate the re ‐ lationship between workplace spirituality, work ‐ place friendship, and employees’ affective commitment will enhance the explanatory power of the proposed model. Future studies also may investigate the influence of spirituality elements in all dimensions of commitment and the media ‐ tion of other variables in relationships. 5.4 Conclusion This study emphasized the role of workplace spirituality dimensions and workplace friendship in increasing and growing employees’ affective commitment. The results show that employees who have a spirit of teamwork and a state of shar ‐ ing among themselves and between the character ‐ istics and values of personal work and the organization’s values, lead to higher employees’ af ‐ fective commitment in charity organizations. Hence, leaders in these organizations must de ‐ velop plans to link all previous dimensions and em ‐ ployee growth. Acknowledgments The author extends apprecia ti on to the Dean ‐ ship of Scien ti fic Research at Majmaah University. Dynamic Rela ti onships Management Journal, Vol. 11, No. 1, May 2022 80 REFERENCES Allen, N. J., & Meyer, J. P . (1990). The measurement and antecedents of a ffec ti ve, con ti nuance, and norma ti ve commitment to the organiza ti on. Journal of occupa ‐ ti onal psychology, 63(1), 1 ‐18. Ashmos, D. P ., & Duchon, D. (2000). Spirituality at Work: A Conceptualiza ti on and Measure. Journal of Man ‐ agement Inquiry, 9(2), 134–145. Berman, E. M., West, J. P., & Richter, Jr, M. N. (2002). 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