Do Workplace Spirituality and Emotional Intelligence Have A Role in Enhancing Affective Commitment for Millennials?

This study aims to examine the role of workplace spirituality in enhancing affective commitment with emotional intelligence as a moderating variable. The respondents in this research are the millennial generation who work in various industrial sectors in west Java. This study applies a quantitative method and the survey method is used for collecting data.. The number of respondents obtained as many as 203 respondents who have worked for at least 1 year and were born in the range of 1980-2000. Methods of data analysis using simple linear regression and moderated regression analysis (MRA). The results reveal that workplace spirituality had a significant positive effect on affective commitment and emotional intelligence did not moderate the relationship between them.


INTRODUCTION
This study investigates whether workplace spirituality can affect organizational commitment or not with emotional intelligence as a moderator. The workforce in Indonesia is currently characterized by four generations, namely generation Z, generation workplace spirituality, generation X, and the baby boomers generation (BPS, 2018). The millennial generation will dominate the world of the workforce both globally and nationally. Based on the 2017 National Socio-Economic Survey reports that the total millennial generation reaches around 33.75 percent of the total population of Indonesia or reaches 88 million people, this makes the millennial generation the generation with the highest number compared to other generations, such as baby boomers and veterans. which reached 11.27 percent, generation X amounted to 25.74 percent, and generation Z amounted to 29.23 percent (BPS, 2018). Based on the BPS report (2018), the millennial generation is a generation born between 1980 and 2000.
The high workforce of this millennial generation can be an advantage and can also be a disadvantage. According to the Deloitte (2019) report, the millennial generation is synonymous with high turnover rates. The industry's average turnover is above 10 percent.
They easily make decisions to leave the organization when they do not get things that are not following what is expected with the reality given by the organization. According to Huybers (2011), the high turnover rate shows that the low level of organizational commitment can cause losses for the company because it can weaken productivity and make the company burdened with costs in attracting new employees and growing employee potential. Meyer and Allen (2000) asserted that the commitment that leads to performance and turnover in employees in the organization is affective commitment.
Approaches that can prevent millennials as HR in a workplace from remaining loyal to the organization include providing a definite vision and making millennial workers an element of the company's vision, providing opportunities to expand careers, incentives in the form of financial and non-financial, community, as well as insight into entrepreneurship (Deloitte 2019). Consequently, companies need to implement an aspect that is considered capable of holding millennials to remain loyal and committed to staying in their company.
One of them is applying a spiritual aspect approach that is applied to organizational values, culture, and work environment (Saripudin & Rosari, 2019). According to Fry et al. (2005), spirituality can support individuals and organizations to try to fully interpret the values in the work they do. The spiritual approach applied in this organization is called Spirituality at Work Ashmos and Duchon (2000) define Spirituality in the Workplace as an acknowledgment that employees have an inner life that is grown and nurtured by meaningful work and occurs in a community context. Rego and Cunha (2008) explore the impact of workplace spirituality on organizational commitment. The results show that when employees feel a sense of community with their peers and feel involved in a spiritual organizational climate, they become more effective with their organization, experience a sense of loyalty, contribute more and collaborate that impact on the community approach. Nikolaou and Tsaousis (2002) examined the significant relationship between emotional use and the dimensions of organizational commitment. They concluded that if employees have a high level of emotional intelligence then they feel respected by the organization, which will increase their feelings of loyalty and commitment to their organization. Likewise, research by Shafiq and Rana (2016) explains that if someone has a higher level of emotional intelligence in dealing with negative feelings, they will use emotional intelligence by looking for ways to avoid these negative emotions and feelings. In this case, their emotional intelligence response in finding ways to reduce feelings of imbalance and frustration will increase performance which will have an impact on higher affective commitment (Abraham, 2003). Cherniss (2001, in Shafiq & Rana, 2016 states that emotional intelligence plays a key role in organizational effectiveness by increasing commitment, increasing morale, and improving individual health. Pradhan and Jena (2017) explore the role of moderating emotional intelligence in workplace spirituality relationships and the dimensions of human resource effectiveness consisting of employee engagement, employee commitment, employee performance, and employee retention. Their findings explain that workplace spirituality has a positive effect on all outcomes of human resource effectiveness, while the interactive effect of emotional intelligence was found to be negative on employee commitment and retention dimensions, which means that emotional intelligence does not moderate the positive relationship between workplace spirituality and employee commitment. The reason related to the conflicting findings is that the majority of respondents in this study were junior and mid-level professionals who were in a period of career growth, promotion prospects, and tangible benefits from their jobs. Although they are found to be spiritually aligned, their emotional connectivity to commit and continue the profession for a long time is debatable (Jena & Pradhan, 2017). From these conflicting findings, this study reconfirms the role of moderating emotional intelligence in workplace spirituality's relationship to an affective commitment with the research object of the millennial generation in the West Java region.
This paper is structured as follows. An overview of, organizational commitment, workplace spirituality, and emotional intelligence is presented in section 2. Section 3 provides theoretical background and hypothesis development. Section 4 demonstrates sample data and research methodology. Section 5 presents and analyzes the results of hypothesis testing. The last section, section 6, concludes this research.

Organizational Commitment
Organizational commitment is a person's psychological attachment to an organization that reduces the likelihood of employees leaving the organization (Meyer & Allen, 1990). Meyer and Allen (1991) formulated organizational commitment into three 3 components: a. Affective Commitment :Affective commitment is the emotional interaction of members with the organization and the participation of members in the activities of the organization. Organizational members who have high affective commitment will always be members of the organization because they really want it (Meyer & Allen, 1991).
b. Continuous Commitment : Continuity commitment relates to the awareness of organizational members that if they leave the organization, then they feel a loss.
Organizational members who are committed to high continuity will always be members of their organization because they have an interest as members of the organization. Continuity commitment can grow through a variety of behaviors and events that can add to the loss of leaving the organization. The number of behaviors and events are divided into two variables, namely investments and alternatives, besides that the stage of consideration can influence a person (Meyer & Allen, 1991).
c. Normative Commitment : Normative commitment reflects the feeling of being in the organization. Organizational members who have a very high normative commitment will always be members of the organization because they feel they must be in the organization. Normative commitment to the organization can grow from various pressures experienced by a person during the socialization stage when the socialization of individuals who have just joined the organization. Normative commitment can also grow because organizations give something so meaningful to individuals that cannot be reciprocated (Meyer & Allen, 1991).
The research of Meyer and Herscovitch (2001) explains if affective commitment deserves to be considered as the main essence of organizational commitment. This opinion shows that affective commitment has the nature to last a long time in the organization so that it becomes emotional relationship of employees to the organization, the introduction of employees to the organization, and employee relationships within an organization, which makes employees stay in the organization because they want it.

Factors of Affective commitment
Mowday et al. (1982, in Meyer andAllen, 1991)  especially work experience that can meet the physical and psychological interests of employees to get a sense of comfort in the organization.

Spirituality
Spirituality is teaching related to identity, ethics, and morals. A condition that conforms to the basic values of all noble teachings, and conveys the existence of identity and the existence of God (Kim, 2009). Kim (2009) added that all of these teachings include a combination of the existence of the universe, there are hidden important aspects in this world, the manifestation of thoughts, the power to change lives, and the great ability of collective consciousness. Tischler (2002) said if spirituality is almost the same as a technique related to emotions and actions as well as an attitude of the individual. Changing as a spiritual individual means as an individual who is open, giving, and full of love.
2.3. Workplace spirituality Mitroff andDenton (1999, in Djafri andNoordin, 2017) define workplace spirituality as a desire to seek the individual's main goals in life, to cultivate strong relationships with coworkers or other people related to work, consistent with the individual's core beliefs. and the values of the organization. Systematically Ashmos and Duchon (2000) define workplace spirituality as an individual self-understanding as a spiritual being whose soul needs care in the workplace with all the values it contains, namely experiencing a sense of purpose and meaning to work, and feeling a sense of interconnectedness with others. and the community in the workplace. Spirituality supports people and organizations value trying to live up to their values fully for the work they do (Fry et al., 2005;Duchon & Plowman, 2005).
Many stand out that workplace spirituality is about managing religion. This is because spirituality is closely related to the meaning of God, through theology and philosophy, using the psychology of religion, as well as the concept of religion (Amalia & Yunizar, 2007). the workplace spirituality is not only about religion and about change following a specific belief mechanism (Cavanagh, 1999). According to Ashmos and Duchon (2000), workplace spirituality is about individuals who understand themselves as spiritual beings whose souls need nourishment at work such as individuals who have purpose and meaning for their work and experience a sense of connectedness to the workplace community. Ashmos and Duchon (2000) define the dimensions of spirituality in the workplace in three dimensions, namely: a. Inner life :The inner life is an understanding of divine power and how to use it in a satisfying outer life. Duchon and Plowman (2005) explain that people bring all of themselves to work and know all of themselves, especially their spiritual self. Thus, the main dimension of spirituality in the workplace is the idea that employees have spiritual interests (inner life) and not just physical, emotional, and cognitive interests.
These needs are not left behind at home when they come to work (Duchon & Plowman, 2005). Then, Duchon and Plowman (2005) conveyed that the existence of inner life is related to two constructs of organizational action, namely individual identity and social identity. Individual identity is part of the individual's self-concept as well as knowing the part of himself and the form of inner life that is part of the embodiment of social identity.
b. Meaning and purpose of work : Fox (1994, in Ashmos andDuchon, 2000) states that life and work are not two things that are divided but originate from the same source, namely spirit. Spirit means soul. Soul and work related to life through meaning, purpose, comfort and a sense of contributing to a wider group. Work spirituality relates to how to bring life and work together. The spirituality movement in the workplace relates to more meaningful work, the relationship of soul and work, and how to get attention from the company if building a soul at work can have a positive effect on business (Ashmos & Duchon, 2000).
c. Feeling connected to the community: Spirituality in the workplace is not just how to show inner need through getting a meaningful job, but how to live in touch with other people. Experiencing as an element of a group is essential for spiritual growth. Vail (1998, in Ashmos & Duchon, 2000 states that family relationships can help leaders and subordinates overcome loneliness, disappointment, hurt in the organization and can determine if the situation is not sustainable in organizations and individuals who participate in the organization.

Emotional Intelligence
Wong and Law (2002) describe emotional intelligence as a person's capacity to understand the emotions of himself and others, and to use his emotions in thinking, acting, and responding to things around him. Then according to Goleman (1995, in Jardon et al., 2013 defines emotional intelligence as a person's capacity to know his feelings and the capacity to control the feelings of others, the power to encourage oneself, and the capacity to control emotions well for himself in relationships with others, for example. self-awareness, selforganization, motivation, empathy, social skills. Goleman (1995, in Jardon et al., 2013 added that emotional intelligence has five factors, including: 1) Self-awareness, is a person's capacity that is useful in monitoring feelings from time to time, observing feelings that arise. The inability to discern true feelings indicates that people are in the power of emotions.
2) Self-regulation, namely the power to calm oneself, get rid of anxiety, moodiness or irritation and the consequences that arise due to the failure of basic emotional skills.
Someone with a low level of ability to manage emotions will continue to take shelter against feelings of depression. Meanwhile, those who have a high level of emotional management will be able to rise faster from their depression. The ability to manage emotions includes the ability to control oneself and the ability to calm down. According to Matthews et al. (2004) by utilizing information about emotions, especially the level of emotional intelligence, individuals will be able to change their thinking and behavior to solve organizational challenges productively and adaptively. To encourage better performance, employees must have an emotional bond with the organization, therefore emotional intelligence has the advantage of increasing organizational effectiveness (Pradhan & Jena, 2017).

The effect of The Workplace Spirituality on Affective Commitment
Workplace spirituality is an individual's self-understanding as a spiritual being whose soul requires care at work in all its values, namely to experience a sense of purpose and meaning in work and to feel a sense of interconnectedness towards other people and groups at work (Ashmos). & Duchon, 2000). Meanwhile, affective commitment is a commitment related to the emotional relationship of employees to the organization, the introduction of employees to the organization, and employee participation in an organization, which makes employees stay in the organization because they want it (Meyer & Allen, 1991). Meyer and Allen (2000), asserted that the commitment that leads to performance and turnover of employees in the organization is affective commitment. First, meaningful work is related to individual attitudes towards the organization, the greater the personal goals and meaning in one's work, the greater the affective commitment that has an impact on turnover intention.
Second, when the individual has a strong sense of being connected to the community, the greater the affective commitment of the individual, which results in a higher retention rate (Milliman et al., 2003). Trott (1996, in Milliman et al., 2003, states that those who are open to meaningful and purposeful relationships are a key aspect of community, they are more likely to grow, learn, and excel at work and are less likely to experience burnout at work. work. Third, the alignment of organizational values is considered to be related to affective commitment. This happens when the company creates an environment that is responsive to organizational values provides benefits such as individuals being more adaptable, having greater fighting power, and being strongly committed to helping the organization to succeed (Milliman et al., 2003). Rego and Cunha (2008) explored the impact of workplace spirituality on employees' organizational commitment, their findings suggest that when employees feel a stronger presence of spirituality, they exhibit and develop higher and stronger affective commitment.
In addition, when employees experience a sense of community with their peers and feel engaged in a spiritual organizational climate, they are more effectively attached to their organization, experience a sense of loyalty, and act in a more engaged and collaborative manner.

Research by Nasina and Doris (2011) explains the positive relationship between
Workplace spirituality and affective commitment. They argue that Workplace spirituality will make employees feel happier and healthier. Characterized when employees find the meaning and purpose of the organization and feel involved in the overall organizational culture climate. Then the level of affective commitment of employees will increase and they will maximize their full potential to work.
their behavior in acceptance of organizational goals and values, making deliberate efforts to help the organization achieve its goals, and willingness to remain as an integral part of the organization (Jabeen et al., 2014). Based on the literature that has been described previously, the formulation of the hypothesis is:: H1 : Workplace spirituality has a positive effect on affective commitment.
2.6.2. Emotional intelligence moderates the influence of workplace spirituality on affective commitment Emotional intelligence is a person's strength in understanding the emotions of oneself and others, and using his emotions in thinking, acting, and responding to things around him (Wong & Law, 2002). Cherniss (2001, in Shafiq & Rana, 2016 states that emotional intelligence plays a key role in organizational effectiveness by increasing commitment, increasing morale, and improving individual health. Jobs in all organizations are always fraught with daily difficulties and challenges that result in employee dissatisfaction. In the face of these difficulties and challenges, someone who has a very high level of emotional intelligence does not blame their organization for feeling dissatisfied or unbalanced (Shafiq & Rana, 2016). They will try to use emotional intelligence to figure out how to avoid negative emotions and feelings. In this case, their emotional intelligence in finding new ways to reduce feelings of imbalance and frustration creates a higher level of performance and has an impact on affective commitment within the organization (Abraham, 2003). In addition, high levels of emotional intelligence in employees can help them feel emotionally and spiritually connected to their work and organization, which in turn can create a higher team and organizational performance (Jardon et al., 2013). (2016) (Abraham, 2000). Implicitly, Jena and Pradhan's research (2016) shows that the role of emotional intelligence can strengthen a positive relationship on the effect of Workplace spirituality on affective commitment. From the references that have been described, the formulation of the hypothesis is:

Pradhan and Jena
H2 : Emotional intelligence moderates the positive influence of workplace spirituality on affective commitment.

RESEARCH METHODOLOGY
This study aims to examine and analyze the effect of Workplace spirituality as an independent variable on affective commitment as the dependent variable with emotional intelligence as a moderating variable. This study uses a quantitative approach, with a survey method to collect data. The survey was conducted by distributing research instruments in the form of a questionnaire containing structured statements to employees. The data used are primary data obtained directly from the field. This research is a cross-sectional study which means that the data used is only taken once in a certain period (Sekaran & Bougie, 2016).
The population of this study is the entire millennial generation who work in banking institutions in the West Java region. In this study, the determination of the sample in the research subject used the purposive sampling technique. Sekaran and Bougie (2016)  2) Permanent employees who have worked for at least one year. The reason for determining this criterion is that it is assumed that permanent employees and have worked for more than one year have sufficient affective commitment and experience spirituality at work and emotional intelligence while working at the agency.
Given a large number of scattered populations and time constraints, this study uses a sample of employees who are permanent employees in West Java who work in the service industry.
The reference for sampling in this study used the theory of Hair et al. (2010), which is generally the sample in the study is not less than 50 and should be 100 or more. For this study, the total sample obtained is 205 respondents.

Method of collecting data
The source of data used for research is primary data. Sekaran and Bougie (2016) stated that primary data is data that is directly obtained from the main source. The method of collecting data is using a survey. The survey was conducted by distributing research instruments in the form of questionnaires to the millennial generation who work in various service firms in West Java that had previously been designated as research samples. The questionnaire given is a closed questionnaire containing the respondent's profile and 54 statement items that measure each research variable. The 54 statement items include 30 statement items for workplace spirituality, 8 statement items for affective commitment, and 16 statements for emotional intelligence. All variables are measured at the individual level.
Meyer and Allen (1991) revealed that affective commitment is the emotional connection of members to the organization and member participation in organizational activities.
Organizational members who have a high affective commitment will always be members of the organization because they have the will to do so. The affective commitment variable was measured using 8 items developed by Meyer and Allen (1991). Each statement has a 5-point Likert scale starting from 1 (strongly disagree) to 5 (strongly agree).

Workplace Spirituality as Independent Variable
According to Ashmos and Duchon (2000), workplace spirituality is an individual's selfunderstanding as a spiritual being whose soul requires care at work for all the values that exist within him, namely feeling the experience of a sense of purpose and meaning in his work and feeling well. sense of belonging to other people and groups in the workplace. workplace spirituality variable was measured by 30 statements Milliman et al. (2003) Wong and Law (2002). Each statement has a 5-point Likert scale starting from 1 (strongly disagree) to 5 (strongly agree).

Research Instrument Testing
The validity test carried out in the research is the content validity test. a. Cronbach's alpha < 0.6 means a poor level of reliability.
b. Cronbach's alpha 0.6 -0.79 means an acceptable level of reliability.
c. Cronbach's alpha 0.8 -1.0 means a good level of reliability.
In the reliability test, the assessment instrument used in this study is described at the reliable value of the Cronbach's alpha coefficient the greater or the value above 0.6.

RESULT AND DISCUSSION
This study uses a survey method through the distribution of online questionnaires to the respondents. The questionnaires in this study were distributed in the form of Google Forms through various social media such as Twitter, Instagram, Whatsapp, and Email to millennial employees in the West Java region. Data collection was carried out from November 2020 to May 2021. The total number of questionnaires that had been filled out amounted to 213 while those that could not be processed were 10 questionnaires, due to discrepancies in the characteristics of respondents and the number of questionnaires that could be counted was 203. A summary of the results of distributing the questionnaires is shown in

Profil Respondent
In the questionnaire there are a number of filter statements regarding the profile. The responses from this section also show information on the characteristics of the respondents according to gender, year of birth, last education and length of work as shown in Table 4.2.   The results of the factor analysis test in Table 4.4 show that all the results of the loading factor in each statement item have a result of more than 0.40, which means that the statement items in the study are said to be valid. Based on the Rotated Component Matrix, it shows that if STK variable statement items are gathered in factor 1, affective commitment variable statement items are gathered in factor 3 and emotional intelligence variable statement items are gathered in factor 2

The Result of Reliability Testing
This test is used to determine how well the instruments used in assessing are consistent and to find out about a model (Sekaran & Bougie, 2016). The reliability test uses Cronbach's Alpha numbers. Analysis Results Each variable is shown in Table 4.5.

Descriptive statistics
In descriptive statistics, it shows a summary of the information contained in the data and knows the pattern of the data. Descriptive statistics that include the mean, standard deviation and correlation coefficient of the variables are shown in Table 4.6.  The value of Table 4.7 is obtained using the interval formula below: Interval = (Highest score -Lowest score) / Number of classes Interval = (5 -1) / 5 = 0.8 Table 4.6 shows the average number of the statement variables that are assessed to show that the emotional intelligence variable has the highest average number, which is 3.89 which means it can be seen in Table 4.7, so emotional intelligence is categorized as high. This shows that employees have a high level of emotional intelligence in the company. emotional intelligence has a standard deviation of 0.47. Then the WS variable has an average of 3.56.
The average value seen in Table 4.7 shows that WS is in the high category. The WS variable has a standard deviation value of 0.37, which means that the WS variable has the smallest data distribution of other variables. The affective commitment variable has the lowest mean The results of the standard deviation of the affective commitment variable showed the highest results compared to other variables. This shows that the respondents' answers when filling out the questionnaire are very diverse. Besides that, Table 4.6 shows that the distribution of research data is good because it is known from all the results of the standard deviation that the value is not doubled above the mean value.
Based on Table 4.6, the correlation coefficient value of the WS variable on emotional intelligence is 0.006 (p>0.01). This means that there is no significant correlation between the two variables. Then, there is a significant positive relationship on the WS variable on affective commitment with a correlation result of 0.444 (p <0.01). Finally, the value of the correlation coefficient between affective commitment and emotional intelligence is -0.083 (p>0.01), which means that the relationship is negative and insignificant.

Hypothesis test 4.4.1. Hypothesis test 1
In hypothesis 1, it is stated that STK has a positive influence on affective commitment.
The results of simple linear regression analysis are shown in Table 4.8. The beta coefficient value based on Table 4.8 is 0.444 and has a significance value below 0.01 ((p=0.00). This means that the higher the STK, the greater the level of affective commitment of employees in the organization. And vice versa, the lower the STK level, the lower the level of affective commitment of employees in the organization.In this study, hypothesis 1 is supported.

Hypothesis test 2
Hypothesis 2 testing was carried out using Moderated Regression Analysis (MRA).
MRA was used to see the relationship between the independent variable spirituality at work (WS), the dependent variable of affective commitment (AC), and the moderating variable of emotional intelligence (EI). The results of the moderating regression test are shown in Table   4.9.  It can be understood that the hypothesis in this study is supported and not supported.
In testing hypothesis 1, namely the WS variable has a positive influence on the affective commitment variable and hypothesis 2, namely the emotional intelligence variable does not moderate the positive impact of the WSvariable relationship on the affective commitment variable experienced by the millennial generation who work in banking in the West Java region. The summary of the results of hypothesis testing is shown in Table 4.10.

Discussion
This study aims to confirm the hypothesis and analyze the effect of WS on affective commitment with emotional intelligence as a moderating variable in the study of millennials

Spirituality in the Workplace Positively Affects Affective Commitment
Hypothesis 1 states that workplace spirituality has a positive effect on affective commitment and is statistically significant. The test results support previous research from Milliman et al. (2003), Rego and Cunha (2008), Narsina and Doris (2011), Jabeen et al.
(2014) and Pradhan and Jena (2017) who also found that workplace spirituality had a positive influence on affective commitment. The results of the hypothesis also show that the higher the workplace spirituality will affect the affective commitment of the employees, the higher the employee's affective commitment, the opposite applies. Nasina and Doris (2011) suggest that workplace spirituality has a positive effect on affective commitment and will make people feel happier and healthier. Characterized when employees find the meaning and purpose of the organization and feel involved in the overall organizational culture climate. Then the level of affective commitment will increase and they will maximize their full potential to work.
In Table 4.6 descriptive statistics, it shows that the average value of affective commitment of millennials working in the banking sector in West Java has an average value of 3.03 and can be categorized as sufficient. This shows that the level of affective commitment is not too high, which means that banking companies need an approach to increase the affective commitment of the millennial generation who work in banking companies. The goal is to be able to reduce turnover intention and the intention to stop working from his job which is done by moving from one workplace to another based on his own choice. In addition, Deloitte (2019) stated that the millennial generation easily decides to leave their organization and is synonymous with high turnover. The approach to increase the loyalty and affective commitment of the millennial generation who work in banking companies in the West Java region is to apply the workplace spirituality aspect to organizational values.
According to Jabeen et al. (2014)  In this study, the average workplace spirituality value of the millennial generation who work in the banking sector in the West Java region can be categorized as high, based on Table   4.7 regarding the criteria for the variable mean result interval. attitudes towards the organization, the greater the personal goals and meaning in one's work, the greater the affective commitment that has an impact on turnover intention.
Second, when the individual has a strong sense of being connected to the community, the greater the affective commitment of the individual, which results in a higher retention rate (Milliman et al., 2003). Trott (1996, in Milliman et al., 2003, states that those who are open to connecting through meaningfulness and direction are important elements of the group, they are more likely to grow, learn, and excel at work and are less likely to experience burnout at work. Third, the alignment of organizational values is considered to be related to affective commitment. This happens when the company creates an environment that is responsive to organizational values provides benefits such as being a more adaptable person, has greater fighting power, and is more committed to helping the organization to succeed (Milliman et al., 2003).

Affective Commitment
The results of hypothesis 2 testing in this study confirm that emotional intelligence does not moderate significantly the positive effect of workplace spirituality on affective The results of this study support the findings made by Pradhan and Jena (2017) regarding the influence of emotional intelligence on the workplace spirituality relationship to organizational commitment. In his findings, emotional intelligence does not moderate the effect of workplace spirituality on the organizational commitment which includes affective commitment, continuance commitment and normative commitment. The reason is that the majority of the research respondents are junior and middle-level employees who are in the process of career growth and currently in the prospect of promotion. Although they are found to be spiritually aligned, but their emotional connectivity to commit and continue the profession for a long time is debatable. The relationship of emotional intelligence in workplace spirituality to commitment in the organization basically grows with age and experience (Pradhan & Jena, 2017). Aghdasi et al. (2011) explain that emotional intelligence does not significantly affect the research model variables that can be found in the theory of emotional intelligence itself.
Emotional intelligence is a person's capacity to understand the emotions of himself and others, and to use his emotions in thinking, acting, and responding to things around him (Wong & Law, 2002). In simple terms, emotional intelligence has the meaning of self-knowledge, selfawareness, and knowing others. Maslow's hierarchy of needs theory can be presented as one of the theories that can be related to job satisfaction which will ultimately affect commitment (Aghdasi et al., 2011). Maslow believed that the highest need was self-actualization. It can be said that someone with higher emotional intelligence will reach the stage of self-actualization.
Maslow further argued if the lower level of need is met it will have an impact on the fulfillment of a higher level of need, namely self-actualization (Aghdasi et al., 2011).
Therefore, if the needs in the work environment such as pay, job security, respect for coworkers, managers, customers and organizational contracts are not met, then the higher needs of self-actualization and self-care will not be met (Aghdasi et al., 2011). Pradhan and Jena's research (2016) suggests that the emotional intelligence of employees can improve the relationship between workplace spirituality and affective commitment, but this ability will be useful and beneficial if low levels of needs are met. In this study, it is explained that there are issues related to the termination of employment (PHK) for bank employees that create a low level of need, namely a sense of security that has not been fulfilled due to anxiety or feelings of unease due to the layoff issues. Although in this study, the level of emotional intelligence possessed by millennials who work in banking is categorized as high, but this is not enough to be able to help improve the relationship between workplace spirituality and affective commitment because the low level of needs has not been met.
Furthermore, Pradhan and Jena's research (2017), states that emotional intelligence can moderate the relationship between workplace spirituality and affective commitment based on age and work experience. Respondents in this study were the millennial generation, which is the junior and middle level. The average number of respondents is based on the year of birth in this study, namely those born in the range of 1992-1994 with a percentage of 42.05 or as many as 82 people. Then the respondents with the most length of work are 1 to 2 years with a percentage of 46.15 or as many as 90 people. This explains that the millennial generation who work in the banking sector in the West Java region do not yet fully have emotional intelligence, and do not have long enough work experience. As a result, they have not been able to fully understand emotions to form strong working relationships with other employees and how to use emotional intelligence to respond to problems that exist in the workplace. It takes a long time and experience to be able to use emotional intelligence to influence and improve workplace spirituality relationships to affective commitment.

CONCLUSION
This study aims to examine and analyze the effect of workplace spirituality on affective commitment and emotional intelligence as moderating variables. This research was conducted on the millennial generation who work in the banking sector in the West Java region. A total of 195 respondents as a sample in the study, with a number of sample classifications that have been determined. The criteria for the sample include working for at least 1 year and being born between 1980 and 2000. Based on the results of data processing, data analysis, and hypothesis testing, two conclusions are obtained, namely: 1. Workplace spirituality has a positive and significant effect on affective commitment.
These results support hypothesis 1, which means that the higher the workplace spirituality, the higher the affective commitment. This is also the case when the workplace spirituality is lower, the affective commitment will also be lower.