The implications of workplace spirituality for person–environment fit theory.

Abstract

Person–environment (PE) fit theory is based on the premise that people flourish in work settings that are compatible with their skills, interests, values, and other characteristics. While the premise of PE fit theory appears to be straightforward, it is actually a complex and evolving framework with much left to be understood about what exactly “fit” encompasses and how it relates to human behavior and organizational outcomes. In contrast to the vast literature on PE fit theory, which dates back more than 100 years, workplace spirituality is a more nascent research domain that has gained traction primarily within the last decade. Research on workplace spirituality has been informed not only by traditional organizational behavior (OB) theories, but also has developed in a similar fashion with the positive organizational scholarship (POS) movement in that both seek to more fully examine the humanistic nature of individuals at work, such as whether employees experience their work as fulfilling a higher “calling” for meaning and purpose. The current article seeks to integrate these 2 research domains with the following 3 goals: (a) illustrate similarities between 3 workplace spirituality dimensions and 3 PE fit dimensions, (b) highlight the unique contribution that workplace spirituality can add to traditional PE fit theory, and (c) outline a future agenda for research which integrates workplace spirituality and PE fit theory to further our understanding of the human experience of work as it relates to important individual, group, and organizational outcomes.

Religious identity in the workplace: A systematic review, research agenda, and practical implications

“…Together, these three features shape the degree of compatibility or congruence between religious identity and the workplace. Borrowing from the notion of person‐environment fit (Milliman et al, ), we argue congruence can be viewed as the relationship between two or more identities activated at the same time. In the context of religious identity in the workplace, we find that congruence reflects a continuum varying in its degree, ranging from the identity states of incongruence (e.g., in conflict or tension) to coexistence (e.g., as separate with neither synergy nor conflict) to high congruence (e.g., fit, compatible, or synergistic).…”

“…Together, these three features shape the degree of compatibility or congruence between religious identity and the workplace. Borrowing from the notion of person-environment fit (Milliman et al, 2017), we argue congruence can be viewed as the relationship between two…”

“…Second, our review yields an organizing framework that explicates the relationship between religious identity and occupational identity in terms of the fit or congruence between them. This framework helps identify the antecedents and consequences associated with this congruence and calls attention to the role of religious identity as an important workplace dimension with respect to person‐environment fit (c.f., Milliman, Gatling, & Bradley‐Geist, ). Through our review and resulting framework, we contribute to theory and practice related to workplace diversity by explicating how, when, and with what consequences religious identity is compatible or incompatible with the workplace.…”

“…Second, our review yields an organizing framework that explicates the relationship between religious identity and occupational identity in terms of the fit or congruence between them. This framework helps identify the antecedents and consequences associated with this congruence and calls attention to the role of religious identity as an important workplace dimension with respect to person-environment fit (c.f., Milliman, Gatling, & Bradley-Geist, 2017).…”

A Cross-Cultural Adaptation and psychometric validation of SISRI-24 among Malaysian Teachers

“…Extended research in the field of psychology has shown that spirituality tends to promote adaptability, task commitment, , wellness, profitability and personal fulfilment (12). Consequentially, spirited teachers would be represented as a "whole person" at work (13), bringing about a balance between their well-being, perceived responsibilities and achievement of organizational values (14).…”