Management, Spirituality, and Religion (MSR) ways and means: a paper to encourage quality research

Abstract

Despite 15 years of functioning as an interest group, our domain of inquiry is relatively young and there are limited theoretical boundaries to support, shape, and assist our efforts. This metaphorical “blank canvas” is both empowering, in that so many inquiries are open for exploration, and yet also limiting. In this document we highlight three critical elements to emphasize their importance in MSR research: (a) delineating and operationalizing the key terms of religion, spirituality, and workplace spirituality; (b) acknowledging the work to date in the MSR corpus around definitions of these terms, and (c) being explicit about how ontological and epistemological assumptions inform our methods. The intention is to encourage growth in the quality and rigor of our individual and collective scholarship.

On the (ir)relevance of religion for human resource management and diversity management: A German perspective

“…As religion and religiosity are no standard HR terms and are widely discussed in the related discourses (see Tackney et al, 2017 for discussions on the term spirituality, including religion and religiosity), we start by elaborating on their definitions and their relationships to and relevance for HRM and diversity management, before we discuss religion and religious diversity in German firms.…”

“…There is broad and lively research about religion, spirituality and management in Anglo-Saxon countries (Ashmos and Duchon, 2000; Benefiel et al, 2014; Bickerton et al, 2014; Case and Gosling, 2010; Cash et al, 2000; Houghton et al, 2016; Karakas, 2010; Konz and Ryan, 1999; Krishnakumar and Neck, 2002; Lean and Ganster, 2017; Miller and Ewest, 2013; Mitroff and Denton, 1999; Miller et al, 2017; Moran, 2017; Petchsawang and McLean, 2017; Tackney et al, 2017; Pandey and Singh, 2019; Phipps, 2019). In this context, researchers from various countries have called for more research into religious diversity: Miller and Ewest (2013: 34) argue that the next major human rights movement, after gender and sexual orientation, could be equal treatment of people from different faith traditions.…”

Conflicts Factor and Stress Related to Health Problems of Official Employees

“…The leader must find causes of conflict and seek for best ways to deal with the conflicts to restore a peaceful life to the organization. 5 However, in a conflict situation, the leader must deal with a conflict by separating the person from the problem, listening to them actively and carefully, talking with neutral language, compromising, seeking the collaborative conclusion, reducing their stress that may affect their health, and building better workplace atmosphere. Besides, effective conflict management must focus on communication because good communication helps everyone understand why the conflict arises, the causes of conflict, and the best solution for the situation.…”

Spiritual intelligence: a theoretical synthesis and work-life potential linkages

“…By addressing such a sensitive topic, this paper is expected to contribute to the emerging field of the management, spirituality and religion (MSR) interest group of the Academy of Management. In this regard, it is worth pointing out that “From an MSR tradition, there is a common belief in something greater than ourselves, that our humanity is part of a wider cosmic order and that spirituality is a search for inner identity, meaning, connectedness, and transcendence” (Tackney et al , 2017, p. 249).…”