ASIA CONFERENCE ON BUSINESS AND ECONOMIC STUDIES

ASIA CONFERENCE ON BUSINESS AND ECONOMIC STUDIES 84 Marital satisfaction affects workplace creativity Religious Homogamy and Forgiveness Le Ngoc Anh Khoa To Nguyen Chi Hieu Tran Tien Khoa Internationa[.]

Marital satisfaction affects workplace creativity:

Religious Homogamy and Forgiveness

Le Ngoc Anh Khoa

To Nguyen Chi Hieu Tran Tien Khoa

International University, Vietnam National University-HCMC, Vietnam

Abstract

To understand more how significantly the married life can affect the workplace creativity through the theory of family-work enrichment, religious homogamy and forgiveness are selected as two main factors to

investigate how marital satisfaction can affect workplace creativity through the spillover of psychological

resources from family to work After collecting the data of 209 people who have husband/wife, the data shows

the positive relationship among religious homogamy and forgiveness to the marital satisfaction Religious

homogamy is also stressed as the most pronounced when the spouses satisfied with their marriage Besides,

the result also demonstrates the significant of marital satisfaction indirectly effect the workplace creativity

through the family-work resources spillover Overall, the research shows that the creativity of employees can

be influenced by their marriage which can be affected by religious homogamy and forgiveness

Keywords: religious homogamy, forgiveness, marital satisfaction, family, workplace Introduction

Research background

Creativity is a skill that plays as an important role for companies and organizations While working, creativity can be used to predict the future of that organization whether it can be success or not (Tierney,

Pamela, Steven M Farmer, and George B Graen, 1999) Besides, creativity is also used to measure the

development of emotion and the relationship among employees in company (Russ, Sandra W, 1998) When

the working environment change, creativity is also the must-have skill to adapt to the new situations (George

J M., 2007) Thus, understanding what factors influent employee’s creativity is extremely essential Therefore,

researchers always try to figure out the key lead to the creativity of employees There are a lot of elements that

can affect individual creativity such as creative personality (Zhou, Jing, and Greg R Oldham, 2001) Besides,

individual creativity is also reflected through the growth-need strength (Shalley, Christina E., Jing Zhou, and

Greg R Oldham., 2004) and other factors which were proved by numerous of researchers However, it seems

that a good marriage also provides sources for creativity which is related to emotion, motivation and energy

(Heller, Daniel, and David Watson, 2005) Religion is one of the important factors that can decide whether

spouses can solve their own problems (Lambert, Nathaniel M., and David C Dollahite, 2006) and it also affects

the communication between them (Hughes, Patrick C., and Fran C Dickson, 2005) Besides religion, other

papers also show that forgiveness can affect spouse’s satisfaction because it can built the trust and the loyalty

between spouse (Olson, Jonathan R., et al., 2015) Hence, this research digs deeper in some aspects that can

affect the marital satisfaction which are religious homogamy and forgiveness and figure out how marriage

can affect the employee’s creativity

Divorce rate in Vietnam is quite high and increases year by year In 2014, there were 60,000 cases of divorcing and it took 25% comparing with marriage rate This means four pares get marriage, one pare will

go to the court to divorce Most spouses experience an unsatisfied marriage which lead to their divorce

decision Religious and forgiveness are factors that can lead to the end of a marriage

Besides, in Ho Chi Minh city, numerous of multinational companies are located, which require high level

of experience as well as creativity in working Opposite to the target of those companies, according to

giaoduc.net, young Vietnamese employees are too mechanically Instead of creating new ways of working,

Vietnamese chooses copying and becoming followers

Thus, this research aims to examines (1) How significant religious homogamy and forgiveness affect marital satisfaction; (2) identify the effect of marital satisfaction on the psychological resources generated (3)

investigate the influence of family-work resource spillover on creativity;

2 Literature review

Relationship between Religion and Marriage

There are numerous researches proved that religion can affect the satisfaction of a marriage The study of (Schumm, Walter R., Stephan R Bollman, and Anthony P Jurich , 1982) showed that religion are very

important between spouse and it totally can affect their marriage Then, this idea is also supported by (Wilson,

Margaret R., and Erik E Filsinger, 1986) that everything is related to religion can affect many faces of a

marriage including spouse’s point of view And according to the study of (Olson, Jonathan R., et al., 2015),

having the same religion is very meaningful for the satisfaction of a marriage The marriage is more stable if

spouses have the same religion because they join the same religious activities which make them have the same

perception about every problem Thus, this is an important factor that can decrease the rate of divorces among

coupes and increase the satisfaction between them

Therefore, this research expects that the higher Religious Homogamy is, the higher Marital Satisfaction

Relationship between Forgiveness and Marriage

The research of (Lin, Wei-Fen, et al, 2004) showed that forgiveness can create positive emotion because it can decrease the negative feeling such as irritability and worry Forgiveness also plays a role as the base for a

marriage which encourage spouses trust and loyal to each other (Marks, Loren D., Wesley R Burr, and Randal

D Day, 2012) This idea is also supported by (Olson, Jonathan R., et al., 2015) that the forgiveness can lead to

the sympathy between couples which can gain the trust and loyalty from each other

Therefore, this research expects that the high of forgiveness is, the higher of marital satisfaction

Relationship between Marriage and Psychological Resources

According to the study of (Ten Brummelhuis, Lieke L., Jarrod M Haar, and Maree Roche, 2014), the idea

is studying about how the negative as well as the positive psychological resources coming from family can

affect the leaders The negative resources stand for all pressure bearing from home which make a person feel

tired, depress and exhausted On the other hand, positive resources create fresh feeling and more creative for

a new day When the leaders experienced the bad feeling generated at home, the followers can realize easily

through leaders’ reactions Thus, gradually, the negative feelings from the leader spread to the followers in

workplace The result of the study shows that the leaders totally are beneficial from the positive psychological

resources generated at home because they are always in good mood which can motivate others On the other

hand, negative psychological resources will put others in pressure which will affect the working performance

as well as the creativity in workplace Then, the research of (Tang, Yipeng, Xu Huang, and Yongli Wang., 2017)

also support the previous theory The research proved that a good marriage can bring more effects for working

people Those effects become a source of emotion and energy for people who experience it After researching,

they realize good marriage make people more self-reliant as well as optimistic than others Then, they go to

work with full energy and have enough confidence to solve every problem when it come

Therefore, this research expects that high marital satisfaction positively lead to high family-work resources spillover

Relationship between Psychological Resources and Creativity

The work of (Ford, 1996) proved that psychological improve the performance in working by ideas and innovations popping up while working Then, the work of (Fredrickson, 2001) also support the idea He

showed that these resources can affect the thought and action of a person That person can increase his

awareness and think out many new ideas and solutions in diversify faces of a problem For the research of

(Tang, Yipeng, Xu Huang, and Yongli Wang., 2017), they concluded that psychological resources is needed

for less creative person This resource will help and support them through their daily action and through

which can increase the working performance of those people

Therefore, this research expects that high level of family-work resources spillover is related to high level of creativity

Methodology

Due to the context of the study, this research will apply quantitative method to solve issues related to statistic, mathematic Research model will be established after clearing all information about research

problems and research questions Measurement scale will be constructed Pilot test will be run first to ensure

that respondents can understand clearly about the survey Then, questionnaires will be changed Real survey

will be transferred to companies, organization, schools, offices After 2-4 weeks, data will be collected Basing

on raw data, data analysis will be performed to deeply understand about respondents’ choices

Sample Profile and Data Collection

The target for this research will be employees, workers, staffs who are in marriage in Ho Chi Minh City

Around 200 people will be the target for this sample size

Development of Measures

Research instruments: Likert scale from 1 to 5 will be applied in survey when collect data Each point of scale will be explained more in survey After pilot test, the questionnaires may be changed to ensure the

respondents can understand clearly about the survey

Data collection: Surveys will be applied to collect data from the target They will be transferred to schools, offices and companies After 2 – 4 weeks, they will be collected and selected Selected surveys will be entered

into Excel to perform data analysis

The measurement scale [shown in Table 1]

Results

Questionnaires were sent directly to suitable targets 209 answers were collected

Surveys are collected randomly As shown in the Table 2, male respondents occupied 40.7% while female respondents were 59.3%

Basing on the sample size of 209, respondents who are from 20 to 35 years old, took off 35.9% Respondents who are from 36-45 years old are 40.7% and the rest are 23.4% of respondents who are above 46 years old

Reliability test

To test internal consistency reliability of the measurement model,we used cronbach’s alpha criteria with reference to Anderson and Gerbing (1988) EXP1 and QUAL4 violate the rule of Field (2005) as their

“Cronbach's alpha if item deleted” values are higher than the overall Cronbach's alpha, thus they were

removed from the measurement model [See Table 3] The result of reliability test after removing inappropriate

items well supported the internal consistency reliability of measurement model

Preliminary analyses of empirical data

The Kaiser-Meyer-Olkin (KMO) Measure of Sampling Adequacy and Bartlett's Test of Sphericity were conducted to assess sampling adequacy and examine whether factor analysis applies to the measurement A

total of 23 items contributes to the KMO values of 0.891 at a significant level of 0.000, which exceeds the

meritorious threshold of 0.80 (Kaiser, 1974), therefore appeared to be applicable for further analysis

Common bias method

As both dependent and independent variables were taken from the same respondent doing self-administered survey might result in the inflated relationship between variable, also known as common

method bias (Podsakoff, & Organ, 1986; Conway, & Lance, 2010) To detect the potential of common method

bias, we conducted Harman’s single-factor test (Podsakoff, & Organ, 1986) with an approach of unrotated

maximum likelihood analysis extracting all variables into one factor The single factor only covers 29.23% of

the whole variance, which is less than 50% Thus the probability that a substantial common method bias occurs

is low

Measurement model evaluation

At the initial stage, we measured the validity and reliability of measurement model both with Exploratory Factor Analysis and Confirmatory Factor Analysis approach

Exploratory Factor Analysis (EFA)

As the measurement items were adopted and modified from prior studies, an EFA approach of maximum likelihood analysis with eigenvalues greater than 1 through Promax rotation for 20 measured items was

conducted Concerning Fabrigar, Wegener, MacCallum, and Strahan (1999), maximum likelihood best suits

data relatively normally distributed The result of pattern matrix categorized 23 items into six distinct

components [see Table 4] None of the factors loaded under the value of 0.5 meets the requirement of Hair,

Anderson, Tatham and Black (1998) Besides, there is no items having a value of loading value minus crossing

value greater than 0.3 Therefore, it is unnecessary to delete any items Then, we used the determinant of the

matrix as a criterion to test for multicollinearity As the determinant value of 23-item matrix is 0.000021, greater

than the threshold of 0.00001 recommended by Field (2005), multicollinearity is not a problem for these data

Furthermore, the data highly met the requirement of Anderson and Gerbing (1988) that total variance

explained was 57.29%, higher than recommended of 50%

Confirmatory Factor Analysis (CFA)

Next, we conducted CFA by AMOS software version 20 to firstly examine the consistency within measured constructs using model fit indices and further assess measurement model’s validity

Model fit The results demonstrated that the measurement model fits the data well at p=0.000: the ratio of chi-square test size and number of degrees of freedom [χ2/d.f.] = 1.42, root mean square error of

approximation [RMSEA] = 0.03, standardized root mean square residual [SRMR] = 0.02, normed fit index

[NFI] = 0.92, goodness of fit index [GFI] = 0.93, and comparative fit index [CFI] = 0.98 (Carmines, & McIver,

1981) The measures of overall fit meet conventional standards Hence, the measurement model met the

requirement of absolute fit, incremental fit, and parsimonious fit

The validity of measurement model All 23 items loaded significantly into proper constructs at p < 0.001 and their value of Standardized Regression Weights are all greater than 0.5, which indicates the convergent

validity exists (Bagozzi and Yi, 1988; Hair, Bush, & Ortinau, 2006) With reference to Fornell and Larcker (1981),

the square root of each AVE in each variable [written in bold in the matrix diagonal of Table 5] is greater in all

cases than the other correlation values among the latent variables [written in off-diagonal elements in their

corresponding row and column] Therefore, the discriminant validity of the measurement scale is also verified

Besides, for all constructs, the composite reliability exceeds the threshold value of 0.7 (Bagozzi and Yi, 1988)

Following Bagozzi and Yi (1988), we verified convergent validity for a reflective measurement model by

evaluating the average variance extracted (AVE) of each latent variable instead of using items’ loadings and

cross-loadings All of the AVE values [shown in Table 5] are greater than the acceptable threshold of 0.5, so

convergent validity is confirmed

With reference to Fornell and Larcker (1981), the square root of each AVE in each variable, written in bold

in the matrix diagonal of Table 5, is greater in all cases than the off-diagonal elements in their corresponding

row and column, supporting the discriminant validity Besides, Sweeney and Soutar (2001) suggested that the

discriminant validity is also assured if correlations between pairs of variables are significantly below one As

the square root of AVE [shown in Table 5] is verified for all pairs, so the discriminant validity is also confirmed

Therefore, the validity and reliability of measurement scale is confirmed

Structural model evaluation

For this study, Structural Equation Modelling (SEM) was applied in-depth to examine the hypothesized causal relationship between latent constructs as well as their significance level (Hair et al., 1998) Before

conducting SEM, we first assess the structural model’s overall model fit indices to estimate the strength of

relationships among scale items and latent constructs

Model fit

The overall result is significant and shows good fit indices: [Chi-square] = 457.582; [χ2/d.f.] = 1.182 (< 3);

[GFI] = 0.906 (>0.9); [TLI] = 0.927 (>0.9); [CFI] = 0.936 (>0.9), and [RMSEA] = 0.024 (<0.08) As a result, the final

research model of SEM fit with data

Hypotheses testing

Next, we used SEM to examine 8 proposed hypotheses According to the Standardized Regression Weights statistics [shown in Table 6], p-values of remaining paths namely

CRED->PI, TRUST->CRED, HOM->CRED, QUA->PI are all less than 0.05 Especially, with regard to

CRED->PI, TRUST->CRED, and QUA->PI, all of the p-values are highly significant at a

confidence level of 99.9% Furthermore, all estimate weights are positive; hence these relationships are

proved to be positive by the data H1, H3, H4, H7 are therefore supported The statistics in Table 6 also

reveal that regarding the strength of relationships on CRED, TRUST shows the strongest

positive effect (0.556) highly significant under the confidence level of 99.9%

In the contrary, p-values of two paths, namely EXP->CRED and QUA->CRED, are greater than 0.05, which indicates the significance under the confidence level of 95% Consequently, H2,

H6 are not supported by data

Conclusions

Religious Homogamy

The outcome shows that Religious Homogamy strongly affects spouses’ Marital Satisfaction with β = 0.375

Religion is the same as a habit living in a person’s blood It even affects every choice in daily life For spouses,

their religion will be experienced clearly by their partner Thus, to have a good marriage, two people must

have the same thought about the religion they are bearing This religion will stand for many decisions and

through in their daily life Then, they can reduce the chance that arguments will occur Problems can also be

solved with the satisfaction receiving from both sides

Forgiveness

Although Forgiveness is deleted from the model, basing on the data, it still positively affects the Marital Satisfaction with β = 0.128 This index is much lower than Religious Homogamy because it received a lot of

opposite through Most spouses will forgive each other and hope their partner will be better in the future

However, this through much depends on the situation and how serious the mistake is If the mistakes are too

serious that can affect the honor and dignity of the other, there will be no forgiveness

Marital Satisfaction

The outcome shows that Religious Homogamy mainly influences marital Satisfaction Besides, Marital Satisfaction strongly links to Family-Work Resource Spillover with β = 0.625 This factor is also a prefix that

will lead to the Creativity in workplace Marriages will generate all energy and emotion to become an invisible

resource This resource may be negative or positive depend on whether the marriage good or bad

Family-Work Resource Spillover

Family-Work Resource Spillover positively affect the Creativity of employees in workplace with β = 0.347

This means that if the Marital Satisfaction is good, positive resource will be generated which will make

employees more creative and vice versa This proved that the husband/wife of a person will indirectly affect

the way a person work which show how important the role of family and marriage are

The significance of the study and practical implication

The finding shows that spouses that having the same religious faith and beliefs will experience a marriage with full of satisfaction Besides, the study also stresses that, the emotion and energy generated (psychological

resources – in another way) at home will strongly affect the creativity of employees in workplace All evidences

prove that marriage is playing the role of a source of intelligent inspiration

The research also emphasizes that employees will be influenced by their social-relation life of employees outside the organization and company Thus, to improve employees’ performance, organizations and

companies should care more about the psychological experience of their employees through their social

relationship which have not focused for a long time

Limitations and Future Research

Because of the limit time, there were only 209 people who completed the survey Those target people are chosen randomly and they do not represent for the whole population Thus, this research can be more

accurately if having enough time and resources Besides, the research can be expanded in the whole Vietnam

with the larger sample size to get a better result

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International Journal of Information

Acknowledgement

It is acknowledged that this work is not supported by any funding organizations

Table 1: Measurement scale

Religious homogamy RH1 To what extent do you and your spouse agree on religious matters, such as your view of God and the purpose of life? Olson, Jonathan R., et al (2015)

Myers, S M (2006)

RH2 How much would you/ your spouse say your/his/her

religious beliefs influence your daily life?

RH3 How religious are you compared to your (husband/wife)?

RH4 How often do you and your (husband/wife) attend

church/ pagoda together?

Forgiveness F1 I would disapproval with my spouse Fincham, F D.,

Paleari, F., &

Regalia, C (2002)

F2 I would think favorably for my spouse

F3 I would condemn my spouse

F4 I would forgive my spouse

F5 I wish him/her well

Marital satisfaction

MS1 How would you say you feel about your marriage? Botwin, M D., Buss,

D M., &

Shackelford, T K

(1997)

Tang, Y., Huang, X.,

& Wang, Y (2017)

MS2 How do you feel about your spouse as someone to confide

in about things that are important to you?

MS3 How do you feel about your sexual relationship?

MS4 I am very happy about how we make decisions and

resolve conflicts

MS5 I am not happy with our communication and feel that my

partner does not understand me

Family–work resource spillover

FW1 My home life helps me to relax and feel ready for the next

day’s work Tang, Y., Huang, X., & Wang, Y (2017)

FW2 The love and respect I get at home makes me feel confident

about myself at work

FW3 Providing for what is needed at home makes me work

harder at my job

Creativity C1 Often has new and innovative ideas Tang, Y., Huang, X.,

& Wang, Y (2017)

Jaussi, K S., Randel,

A E., & Dionne, S

D (2007)

C2 Suggests new ways of performing work tasks

C3 Develops adequate plans and schedules for the

implementation of new ideas

C4 Encourages others to think in new ways

Table 2 Socio-demographic profile of the respondents

Category %

Nationality

Vietnamese 100

Age

Above 46 23.5

Gender

Female 40.7

N=209

Table 3 The result of Reliability test (before removing inappropriate items)

Alpha

Corrected Items - Total Correlation

Cron

Alpha if Items Deleted

Religious Homogamy (RH)

RH1

To what extent do you and your spouse agree on religious matters, such as your view of God and the purpose of life?

0.744

0.401 0.759 RH2

How much would you/ your spouse say your/his/her religious beliefs influence

RH3 How religious are you compared to your (husband/wife)? 0.625 0.660 RH4 How often (husband/wife) attend church/ pagoda do you and your

together?

0.571 0.677

Forgiveness (FOR)

FOR1 I would disapproval with my spouse

0.842

0.718 0.792 FOR2 I would think favorably for my spouse 0.632 0.813

Marital Satisfaction (MS)

MS1 How would you say you feel about your marriage?

0.815

0.743 0.734

MS2 How do you feel about your spouse as someone to confide in about things that

are important to you?

0.727 0.740 MS3 How do you feel about your sexual relationship? 0.626 0.772 MS4 I am very happy about how we make decisions and resolve conflicts 0.583 0.785 MS5 I am not happy with our communication and feel that my partner does not

understand me

0.360 0.845

Family-Work Resource Spillover (FW)

FW1 My home life helps me to relax and feel

ready for the next day’s work

0.861

0.769 0.774 FW2 The love and respect I get at home makes me feel confident about myself at work 0.757 0.785 FW3 Providing for what is needed at home makes me work harder at my job 0.685 0.853

Creativity (CRE)

CRE1 Often has new and innovative ideas

0.807

0.633 0.755 CRE2 Suggests new ways of performing work tasks 0.749 0.698 CRE3 Develops adequate plans and schedules

for the implementation of new ideas 0.652 0.743 CRE4

Encourages others to think in new ways 0.485 0.831

Table 4 Pattern Matrix

CRE3 0.834

Table 5 Scales reliability and validity

Table 6 The structural model

Hypothesis Relationship Estimate S.E C.R p-value Decision

***significant at p < 0.001; **significant at p < 0.01; *significant at p < 0.05

MS 0.847 0.583 0.386 0.865 0.443 0.621 0.105 0.763

RH 0.778 0.541 0.145 0.800 0.376 0.124 -0.062 0.381 0.736