The Association Between Early Childhood Education Professionals’ Perception of Workplace Spirituality and Their Intention to Stay in Their Current Program

Abstract

Turnover in the US early childhood education (ECE) workforce is associated with worse outcomes for children. Greater workplace spirituality, or the perception of meaningful work, sense of community, and alignment with organizational values, is associated with reduced turnover. However, this association has not been examined in ECE professionals. We administered an online survey to 265 ECE professionals in Pennsylvania (US) in the spring of 2021. Respondents were asked about their intention to stay in their current program, if given the option to leave. Workplace spirituality was measured with a 21-item scale assessing the dimensions of meaningful work, sense of community, and alignment with organizational values. The survey was completed by 246 (92.8%), and data were analyzed for 232 respondents. Of these, 94.8% were female, 54.4% were non-Hispanic White, and 70.7% had a bachelor's or graduate degree. The prevalence of intention to stay was 33.2%. After adjusting for all covariates, including gender, age, race/ethnicity, education, job position, workplace stress, and economic hardships, the prevalence (95% confidence interval [CI]) of intention to stay increased across tertiles of workplace spirituality from low to medium to high: 16.4% (7.9%, 24.9%) to 38.6% (28.4%, 48.8%) to 43.7% (32.1%, 55.3%), respectively. ECE professionals who perceived greater workplace spirituality were more likely to report they intended to stay in their current program. Turnover in the ECE workforce could potentially be reduced through efforts to increase a sense of meaning and community at work and to align the values of ECE programs with those who work in them.

Does workplace spirituality predict turnover intention in small- and medium-sized enterprises (SMEs)

“…Aboobaker et al (2019) explained that employees who seek meaning and purpose in their work contribute to increased team spirit and improved interpersonal relationships. This also helps align individual ethical and integrity values with work program values and organizational values (Herman et al, 2023). In general, organizations that embrace WS not only reduce turnover intention but also tend to experience faster growth and increased efficiency compared to other organizations (Jurkiewicz and Giacalone, 2004).…”

“…In general, organizations that embrace WS not only reduce turnover intention but also tend to experience faster growth and increased efficiency compared to other organizations (Jurkiewicz and Giacalone, 2004). Ultimately, the best support for explaining the causal relationship between higher levels of WS and lower turnover rates (or greater intention to remain in current positions) can be found through intervention studies aimed at increasing WS (Herman et al, 2023). Based on the above explanations, this hypothesis can be proposed:…”