P-ISSN: 2808-5957

E-ISSN: 2808-6724

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989

THE RELATIONSHIP BETWEEN SPIRITUAL INTELLIGENCE AND THE

PERFORMANCE OF XYZ BANK EMPLOYEES

Galuh Aditya Ningtyas, Niselia, Indriwati Gunawan

Faculty of Psychology, Universitas Persada Indonesia YAI

Email: galuhadityaningtyas@gmail.com; niseliaice@gmail.com; indrinorman@gmail.com

Abstract

Every company expects its employees to work satisfactorily following predetermined targets. This is

expected to have an impact on the progress of the company to be able to compete with other

companies. An employee who has good performance results is expected to have high spiritual

intelligence, whose quality of life is based on values and a reluctance to cause unnecessary loss. This

research aims to determine the relationship between spiritual intelligence and employee performance.

The subject for this research were 150 employees of XYZ Bank, which was the result of sampling from

the simple random sampling method. This research implemented a quantitative approach with the type

of correlational research that used a survey method with a questionnaire. This research implemented

Spiritual Intelligence Scale in the form of the Spiritual Intelligence Self Report Inventory (SISRI),

which was adapted from King (α = 0.876), and the Employee Performance scale which referred to the

perception of the Bank's employees XYZ (α = 0.829). Data analysis was performed using the

Kolmogorov-Smirnov normality test with p = 0.157 (Sig.p > 0,05 or 5%) for spiritual intelligence

variables and employee performance variables were not normally distributed because p = 0,014

(Sig.p > 0,05 or 5%). The correlation test was carried out using Spearman correlation analysis with p

= 0.708 (Sig.p > 0,05 or 5%). Hence, it was found that there is no relationship between spiritual

intelligence and the performance of XYZ Bank employees.

Keywords: banking, employee performance, spiritual intelligence

under CC BY-SA 4.0

INTRODUCTION

The globalization era has opened up people's needs for the importance of banking in the

business world. A banking company is a business entity that collects funds from the public in the

form of deposits and distributes them to the public in the form of credit and or other forms to

improve the people's standard of living (Ramdhani, 2013). With the increasing competition

between banks, there is a necessity to create a strategy to prioritize the image aspect and maintain

an already good reputation. To create a better banking image, high performance of company

employees is also needed. According to Sedarmayanti (2009), increased employee performance

will also affect organizational performance, which ultimately can achieve the expected

organizational goals. Therefore, it is a must for companies to develop human resources as one of

the factors to realize optimal employee performance. This research will discuss the performance

of employees who work at Bank XYZ.

The Relationship Between Spiritual Intelligence And The Performance of XYZ Bank Employees

Indonesian Journal of Multidisciplinary Science, Vol 1 (9), Juni 2022

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There is a Bank Indonesia policy that requires banks that are under one ownership to be merged

into one company. XYZ Bank also requires mergers with other banks resulting in gaps, changes

in organizational culture, reduction of employees, and changes in organizational structure. This

change affects the level of employee performance, which is supported by the data on the decline

in performance in the last three years for Bank XYZ employees. Employees who have high

spiritual intelligence are needed, especially in the banking world. In this case, banking employees

will encounter a lot of customers who have various behavioral models, have targets to be achieved,

and carry out projects that take time, energy, and thought.

According to (Prasetyo, 2012) defined spiritual intelligence as intelligence to deal with

issues of meaning or value, to get our behavior and life in the context of a broader and richer

meaning, and to judge one's actions or way of life are more meaningful than others. Spiritual

intelligence makes a person more adaptable, able to solve problems well and quickly, easier to rise

from a fall or suffering, more resistant to stress, easier to see opportunities because they have a

positive mental attitude, and are more cheerful, happy, and satisfied in living life.

According to (Malik & Tariq, 2016) concluded their research by finding that spiritual

intelligence improves organizational performance with age, gender, education, and organizational

culture as moderators. This research motivates managers to increase the spiritual intelligence of

their subordinates to increase efficiency, and effectiveness, including XYZ Bank managers. They

expect to have subordinates with high spiritual intelligence. Since spiritual intelligence is the

highest intelligence in humans, this intelligence must always be improved or developed

continuously to be a better human.

Employees who have good performance oftentimes have good spiritual intelligence. Based

on that statement, this research aims to prove the relationship between Spiritual Intelligence and

XYZ Bank's Employee Performance. Theoretically, this research is expected to be useful for the

development of psychology, especially in the fields of industrial psychology and psychology of

religion, to increase knowledge and understanding related to spiritual intelligence and its

relationship to employee performance. While practically, this research is expected to provide

information or discourse to readers regarding the importance of spiritual intelligence concerning

employee performance.

Benardin in (Sudarmanto, 2009)stated that performance is a record of the results produced

or generated for certain job functions or activities over a certain period of time. From this

definition, Benardin emphasizes the notion of performance as a result, not traits or behavior.

According to (Anwar Prabu Mangkunegara & Prabu, 2005), performance is the result of work in

quality and quantity achieved by an employee in carrying out his duties following the

responsibilities assigned to him. Meanwhile, according to (Bangun, 2012) , performance is the

result of work achieved by a person based on job requirements. A job has certain requirements to

be carried out in achieving goals which are also known as job standards.

Furthermore, (A. A. Anwar Prabu Mangkunegara, 2011) added several characteristics of

people who have high performance, which are having high personal responsibility, daring to take

risks, having realistic goals, having a comprehensive work plan and struggling to realize its goals,

taking advantage of concrete feedback in all the work he does, and looking for opportunities to

realize the plans that have been programmed. From the definition of employee performance above,

The Relationship Between Spiritual Intelligence And The Performance of XYZ Bank Employees

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991

it can be concluded that employee performance is the result or output obtained by employees in

the form of quality and quantity of work based on the workload obtained following a certain

predetermined period of time.

The factors that affect employee performance are individual factors and organizational

environmental factors (Anwar Prabu Mangkunegara & Prabu, 2005). Meanwhile, Bernadin (in

(Sudarmanto, 2009) said that there are six indicators to measure performance as follows:

1. Quality

The process or result is near perfect or ideal in fulfilling the intent or purpose.

2. Quantity

Unit of quantity or quantity produced.

3. Timeliness

Time to complete an activity or produce a product.

4. Cost-effectiveness

The level of use of organizational resources (people, money, materials, and technology) in

obtaining results or reducing waste in using organizational resources.

5. Need for supervision

The individual's ability to complete work or job functions without leadership assistance or

supervisory intervention.

6. Interpersonal impact

The individual's ability to increase feelings of self-worth, goodwill, and cooperation among

coworkers and subordinates.

According to (Prasetyo, 2012)defined spiritual intelligence as intelligence to deal with issues

of meaning or value, to get our behavior and life in the context of a broader and richer meaning,

and to judge one's actions or way of life are more meaningful than others. Spiritual intelligence is

a necessary foundation for enabling IQ and EQ effectively. In fact, spiritual intelligence is the

highest intelligence in humans.

According to Sinetar (Prasetyo, 2012) spiritual intelligence is a mind that has inspiration,

encouragement, inspired effectiveness, and divine appreciation. (Agustian, 2005) stated that

spiritual intelligence is the ability to give spiritual meaning to thoughts, behaviors, and activities,

and is able to synergize IQ, EQ, and SQ comprehensively. Based on those definitions, it can be

concluded that spiritual intelligence is the highest intelligence possessed by humans to determine

the meaning and value of one's life to achieve what is desired.

King identified four dimensions of spiritual intelligence (Khotimah, 2014), each of which

represents a measurement of spiritual intelligence as a whole, namely:

1. Critical Existential Thinking (CET)

Ability to critically reflect on meaning, purpose, and other existential or metaphysical issues

(e.g. reality, the universe, space, time, and death).

The Relationship Between Spiritual Intelligence And The Performance of XYZ Bank Employees

Indonesian Journal of Multidisciplinary Science, Vol 1 (9), Juni 2022

992

2. Personal Meaning Production (PMP)

The ability to establish personal meaning and purpose in all physical and mental experiences,

including the ability to create and grasp life goals.

3. Transcendental Awareness (TA)

The ability to see transcendent dimensions of self, other people, and the physical world (e.g.,

nonmaterial and relatedness) in normal as well as in constructing areas of consciousness.

4. Conscious State Expansion (CSE).

Ability to include areas of spiritual awareness (e.g. pure consciousness and oneness) at one's

discretion.

In his thesis, King formulated these components into elements, which are entering the area

of consciousness, controlling the area of consciousness, moving in the area of consciousness,

seeing problems in the area of consciousness, and developing techniques for the area of

consciousness.

According to (Prasetyo, 2012) described 9 aspects of spiritual intelligence in their book,

namely; (1) ability to be flexible, (2) high level of self-awareness, (3) ability to face and take

advantage of suffering, (4) ability to face and transcend pain, (5) quality of life inspired by vision

and values, (6) reluctance to cause unnecessary harm, (7) think holistically, (8) tendency to ask

why and what-ifs to seek basic answers, and (9) be self-reliant.

According to (Prasetyo, 2012) and Ian Marshall in (Rochmah, 2014) stated that indicators

that can be used to measure spiritual intelligence are self-awareness, vision, flexibility, holistic

view, making changes, sources of inspiration, and self-reflection. According to Ari Ginanjar

Agustian in (Rochmah, 2014), the factors that influence spiritual intelligence are inner values and

drives.

Based on the explanation above, it can be concluded that there is a relationship between

spiritual intelligence and employee work results or employee performance. This can be seen in the

quality of employees in achieving their goals and values and how they solve problems in the

organizational environment.

METHOD

This research was conducted using a quantitative approach with the type of correlational

research. The independent variable in this research was spiritual intelligence, and the dependent

variable was employee performance. Spiritual intelligence is intelligence to deal with issues of

meaning or value, to get our behavior and life in the context of a broader and richer meaning, and

to judge one's actions or way of life are more meaningful than others. Spiritual intelligence is a

necessary foundation for enabling IQ and EQ effectively. In fact, spiritual intelligence is the

highest intelligence in humans.

Employee performance is the result or output obtained by employees in the form of quality

and quantity of work based on the workload obtained following a certain predetermined period of

The Relationship Between Spiritual Intelligence And The Performance of XYZ Bank Employees

Indonesian Journal of Multidisciplinary Science, Vol 1 (9), Juni 2022

993

time. Performance is a result, not traits or behavior. Bernadin (in (Sudarmanto, 2009) said that the

six indicators to measure performance are quality, quantity, timeliness, cost-effectiveness, need

for supervision, and interpersonal impact.

The population in this research was 300 XYZ Bank employees. The sampling technique

implemented in this research was the simple random sampling method. Furthermore, a random

selection was utilized to obtain the subject. Out of the 300 employees of XYZ Bank, only 150

employees met the characteristics of the sample. Hence, those employees were determined as

subjects in the study.

The data collection method applied in this research was utilizing a questionnaire. There were

two measuring instruments (instruments) used in this study. They were spiritual intelligence scales

in the form of the Spiritual Intelligence Self Report Inventory (SISRI), which was adapted from

King and the employee performance scale. The scale that was utilized in this study was the Likert

Scale. For data analysis, the normality test and Spearman correlation test were carried out.

RESULT AND DISCUSSION

The value of the Spearman correlation coefficient obtained is 0.031 with a significance of

0.708 which is greater than the set significance level of 0.05 (5%). Thus, it can be concluded that

there is no relationship between spiritual intelligence and employee performance. With these

results, the null hypothesis is accepted and the alternative hypothesis is rejected.

The results of this research contradict the research conducted by (Biberman & Whitty,

1997). They argued that there is a relationship between spiritual intelligence and work. Spiritual

intelligence turns out to influence one's behavior at work.

The results of this research indicated that male employees have higher spiritual intelligence

compared to female employees. Subsequent surveys showed that male employees were more likely

to join religious discussions or lectures for enlightenment. With these results, it can be assumed

that the frequency of someone who often participates in religious activities trains one's spiritual

intelligence. (King, 2009) stated that to increase spiritual intelligence, one needs to develop a

Conscious Expansion State (CES) which is one of the abilities for the area of consciousness.

In terms of performance, the result proved that male employees had higher performance

than female employees. The mean value obtained for male employees is 53.37, which is greater

than 51.34 the mean value for female employees. This indicated that the biggest contributor to the

progress of XYZ bank for finance employees are male employees.

There was an indirect relationship between spiritual intelligence and the performance of

XYZ bank employees. It was confirmed by the results that the highest dimension of spiritual

intelligence possessed by the subject is Transcendental Awareness (TA).

According to (King, 2009) mentioned transcendental awareness as the quality of one's

personality/emotions in dealing with humans. The individual at this point is more concerned with

the welfare of his family and society than himself. This is the indirect relationship between spiritual

intelligence and employee performance.

The Relationship Between Spiritual Intelligence And The Performance of XYZ Bank Employees

Indonesian Journal of Multidisciplinary Science, Vol 1 (9), Juni 2022

994

The lowest mean value of the spiritual intelligence dimension is in the Personal Meaning

Production (PMP) dimension with a value of 16.13. This dimension explains that a person is

required to have the ability to establish personal meaning, including creating and grasping life

goals. Employees must have work plans/goals so that the resulting performance gets good grades.

In addition to the results obtained through statistical calculations, the researcher also

conducted interviews with one of the respondents. The result of the interview is that other factors

affect employee performance. Among them are authority or authority, career development, and

religiosity.

One of the factors that affect employee performance is the authority (Prawirosentono,

1999). Authority itself means an order in an organization to other members to do a job following

their contribution. The order states what can be done and what can't be done in the organization.

From the interview, it can be concluded that there are factors that affect employee

performance other than spiritual intelligence. A leader or superior has the authority to provide

value to his employees. These are organizational rules. When an employee feels he is capable of

becoming a leader or promotion but the organization does not support it, the employee's

performance also decreases. Organizations or supervisors who do not support can occur because

the employee needs career development and or the boss's desire is at a high enough level to judge

his employees compared to others.

CONCLUSION

It was found that there is no relationship between spiritual intelligence and the performance of

XYZ Bank employees.

The results of the research indicate that other factors influence the relationship between spiritual

intelligence and the performance of Bank XYZ employees, including the existence of authority

from superiors, individuals who have good religiosity so that their work results will be good, and

the existence of career development for employees that must be carried out by the organization.

The Relationship Between Spiritual Intelligence And The Performance of XYZ Bank Employees

Indonesian Journal of Multidisciplinary Science, Vol 1 (9), Juni 2022

995

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