Work Engagement and Flourishing at Work Among Nuns: The Moderating Role of Human Values

Ariza-Montes, Antonio; Molina-Sánchez, Horacio; Giorgi, Gabriele

doi:10.3389/fpsyg.2018.01874

Cited by 22 publications

(28 citation statements)

References 55 publications

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“…Second, the results affirming that conservationist workers may be engaged in faith-based institutions are also in line with investigations explaining that these groups are characterized by values such as tradition, obedience, social order and humility (Ariza-Montes et al, 2018a). In these entities, there is a positive direct relationship between spiritual resources and work engagement (Bickerton et al, 2014).…”

Section: Discussionsupporting

confidence: 84%

“…In addition, as explained before, there is a positive direct relationship between work engagement and spiritual resources, as the link with God generates more work engagement in religious workers than in other groups of people (Bickerton et al, 2014). Among these religious and social employees (both with a pronounced social perspective), collectivism (self-transcendence) prevails over individualism (self-enhancement) (Kim, 2012;Ariza-Montes et al, 2018a). Therefore, self-transcendence (benevolence and universalism) should lead workers of faith-based organizations to be more engaged in their work.…”

Section: Direct Relationship Between Human Values and Work Engagementmentioning

confidence: 89%

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Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

2020

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Nowadays religious organizations play a leading role in the third sector, contributing to maintaining the welfare state in a large number of countries in sectors such as health, education or social services, among others. These organizations provide a service to their users, aiming to transmit the predominant values in their mission statement and simultaneously promote both authenticity and work engagement in their employees. Indeed, the purpose of this article is to evaluate the link between human values and work engagement, as well as the mediating role of authenticity in this relationship. To this end, 938 workers of a Catholic religious organization, which constitutes a relatively unexplored context, is employed. To test the research model and hypotheses, this investigation uses PLS (Partial Least Squares). It covers two notable research gaps. First, the results confirm the direct links between human values, authenticity and work engagement within the context of religious organizations. Second, they provide evidence of the mediating role exercised by authenticity in the relationship between human values and work engagement.

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Section: Discussionsupporting

confidence: 84%

Section: Direct Relationship Between Human Values and Work Engagementmentioning

confidence: 89%

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

2020

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“…The existing evidence suggests that the basic assumption of the JD-R theory could be applied to assess employees' well-being in a broad variety of organizations (e.g., Schaufeli and Taris, 2014;Lesener et al, 2019). However, it has been noted that specific investigations of employees' well-being within religious organizations are rather limited (Bickerton et al, 2014: Miner et al, 2015Roof, 2015;Ariza-Montes et al, 2017;Ariza-Montes et al, 2018). Furthermore, previous research on employee health and well-being within religious organizations has predominately focused on stress and ill health.…”

Section: Occupational Well-being Within Religious Organizationsmentioning

confidence: 99%

Credence in the Organization’s Ability to Respond to Change – Implications on Work Engagement and Job Satisfaction in the Church of Sweden

et al. 2020

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As part of society, religious organizations are exposed to contextual conditions and challenges. However, adapting to external conditions is an act of balance since too much compromising may risk having a negative effect on employees' perception of organizational authenticity and, in turn, employees' well-being and attitudes toward work. In this study, we examined how specific characteristics of the work, in terms of job demands (role conflict and emotional demands) and job resources (influence at work and social community at work), as well as employees' credence in the organization's ability to respond to change, relate to employee well-being within the Church of Sweden. In total 2,112 employees (58% participation rate) answered a web-based survey. The results of regression analyses showed that job resources and credence in the organization's ability to respond to change provided a clear contribution to the explanation of variance in work engagement and, especially, job satisfaction. However, the contribution of job demands was less clear. Moreover, to further the understanding of the association between employees' credence in the organization's ability to respond to change and employee well-being, the mediating effect of job resources was tested. The results showed that the association between credence and well-being is in part mediated by job resources. In sum, the study demonstrate that employees' credence in the organization's ability to respond to change is important to consider for understanding employee well-being within religious organizations. In conclusion, our study suggest that organizations that are built up on strong values and institutionalized beliefs, such as religious and faith-based organizations, need to tread carefully in the process of adapting to conformal pressure for change. This, since the actions and choices of the organization are important for employees' credence in the organization and, in turn, employee well-being. Implications and recommendations for future research are discussed.

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“…Research into the relationship between commitment to work and the sense of self-realization described as "flourishing" shows that this "flourishing" is mediated by the subject's relation to values, especially to humanistic values. Research involving 144 Catholic nuns has shown a direct dependence between their commitment to helping the needy and their personal development in their professional environment (Ariza-Montes, Molina-Sanchez, Ramirez-Sobrino, & Giorgi, 2018). Personal development in a professional context is enhanced by the correspondence between the characteristics of the workplace and personal competences.…”

Section: Charity and Social Services Offered By Faith-based Organimentioning

confidence: 99%

Social Services Offered by Faith-based Organizations in the Post-Secular Society

Nistor

2019

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Within this present paper we reviewed a series of particularities of the process of professionalization of charity and of formation of social work were reviewed, and also we highlighted the differences between the specificities of the social work carried out by secular organizations as compared to that carried out by organizations with a religious profile. A model of social Christianity was discussed, highlighting the Christian, historical foundations of social work. We started our analysis from the theory expressed regarding the post-secular society by Jurgen Habermas, in order to outline the model of social Christianity and the manner of its manifestation in faith-based social work organizations, so that in the end we were able to draw a series of theoretical conclusions regarding the types of faith-based organizations identified in the literature. The empirical research consists of a qualitative study, based on the application of semi-structured interviews, with 25 persons, priests, social workers and monks involved in the socialphilanthropic activity of the Orthodox Church. The interviews were conducted between October 2018 and January 2019 within the Diocese of Iasi and were analysed using Grounded Theory. After analysing the results, emerged a theoretical model regarding the specific activity of the Romanian Orthodox Church (ROC) as a faith-based organization providing social philanthropic services.

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Work Engagement and Flourishing at Work Among Nuns: The Moderating Role of Human Values

Cited by 22 publications

References 55 publications

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

Human Values and Work Engagement: The Mediating Role of Authenticity Among Workers in a Spanish Religious Organization

Credence in the Organization’s Ability to Respond to Change – Implications on Work Engagement and Job Satisfaction in the Church of Sweden

Social Services Offered by Faith-based Organizations in the Post-Secular Society

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