Religiosity and Ethical Behavior in Organizations: A Symbolic Interactionist Perspective

Weaver, Gary R.; Agle, Bradley R.

doi:10.5465/amr.2002.5922390

Cited by 614 publications

(560 citation statements)

References 90 publications

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“…Similarly, King and Williamson, (2005) noted that individuals experience a desire to express their religious and spiritual beliefs at work. Religiosity has been linked with ethical decision-making in organisations (Fernando & Jackson, 2006;Weaver & Agle 2002). McGhee and Grant (2008) reported that spiritual individuals in the workplace have the tendency to demonstrate enhanced teamwork, greater kindness & fairness, increased awareness of other employees' needs, increased honesty and trust within their organisations, higher incidences of organisational citizenship behaviour, express more servant leader behaviour, perceive the ethical nature of business issues more clearly and are more sensitive to corporate social performance.…”

Section: Religiosity and Organisational Citizenship Behavioursmentioning

confidence: 99%

Relationship between Religiosity and Citizenship Behaviours in Organizations: Empirical Evidence from Selected Organisations in Lagos State

Olowookere¹,

Oguntuashe²,

Adekeye³

2016

MJSS

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Religiosity may be considered as a fundamental trait that defines Nigerians as a people. Although it is a concept that underlies all aspects of human behaviours, its impact on employees (r= -.136, p<0.01); extrinsic religiosity and organisational involvement (r= -.122, p<0.05; and a positive correlation between extrinsic religiosity and interpersonal relationship (r =.137, p<0.01). The result further revealed that intrinsic and extrinsic religiosity jointly predicted OCB ( = .050, F (2,356) = 9.303, p<.01). However, only the intrinsic religiosity dimension significantly contributed to employees' demonstration of OCB ( =.223, p<.01); extrinsic religiosity did not make significant contribution to employees' demonstration of OCB ( = -.036, p>0.05). It was concluded that the employees' intrinsic religiosity positively impact their demonstration of OCB in the workplace. Consequently, this study recommended management support of intrinsic religiosity within the purview of established work ethics.

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Section: Religiosity and Organisational Citizenship Behavioursmentioning

confidence: 99%

Relationship between Religiosity and Citizenship Behaviours in Organizations: Empirical Evidence from Selected Organisations in Lagos State

Olowookere¹,

Oguntuashe²,

Adekeye³

2016

MJSS

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“…In intrinsic religious motivation, individuals consider their religious beliefs as an end in itself, while in extrinsically religious motivation; individuals consider their religious belief based on its usefulness (Weaver & Agle 2002). In line with this argument, Muslims will feel intrinsically motivated if they can perform their duty to God and serve others (Arthur et al, 2005).…”

Section: Problem Statementmentioning

confidence: 76%

Islamic Work Ethics And Tacit Knowledge Sharing: Autonomous Motivation As Mediator

Isa¹

2018

The European Proceedings of Social and Behavioural Sciences

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Tacit knowledge is a strategic resource that can unlock human potential to the fullest and enable the creation of new knowledge if employees share their knowledge among themselves. It is believed to be significant for the performance of the academics whose job nowadays goes beyond teaching and research to administration, consultation, and commercialisation. By taking an individual and ethical perspectives, our study emphasised on Islamic work ethics and autonomous motivation as critical human elements to improve and promote tacit knowledge sharing (TKS) among the academics. Underpinned by SelfDetermination Theory (SDT) of motivation and Islamic code of conducts, this study hypothesized a positive relationship between Islamic Work Ethics and TKS, and a mediation effect of autonomous motivation in the relationship between Islamic Work Ethics and TKS. Questionnaire surveys were distributed to the fulltime Muslim academics working in five research-based universities in Malaysia. PLS statistical techniques was utilised in analysing the questionnaire collected from 315 academics. The results of this study substantiate the positive link between Islamic Work Ethics and TKS, and reveal that autonomous motivation partially mediates this relationship. Theoretically, the present study contributes to knowledge by providing support for the importance of SDT of motivation as a mechanism in explaining the relationship between Islamic Work Ethics and TKS. Practically, this study suggests to the management of university and practitioners that maximum benefits from tacit knowledge sharing can be realised by fostering Islamicbased ethical values, and giving autonomy to the academics to increase work motivation.

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“…Kajian terdahulu yang mengkaji hubungan antara religiositi dan pembolehubah berkaitan tingkah laku kerja mendapati bahawa terdapat hubungan yang signifikan antara kedua-dua pembolehubah tersebut (Weaver & Agle 2002;Emmons & Paloutzian 2003;Pargament et al 2005;Gibson 2005;sikorska-simmons 2005). dapatan kajian ini (r = .349, p < .01) juga menyokong dapatan terdahulu.…”

Section: Ujian Mediasiunclassified

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Adnan

Mastor

Kasan

et al. 2017

HADHARI

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Religiosity and Ethical Behavior in Organizations: A Symbolic Interactionist Perspective

Cited by 614 publications

References 90 publications

Relationship between Religiosity and Citizenship Behaviours in Organizations: Empirical Evidence from Selected Organisations in Lagos State

Relationship between Religiosity and Citizenship Behaviours in Organizations: Empirical Evidence from Selected Organisations in Lagos State

Islamic Work Ethics And Tacit Knowledge Sharing: Autonomous Motivation As Mediator

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