Workplace Religious Displays and Perceptions of Organization Attractiveness

Beane, David A.; Ponnapalli, Ajay Rama; Viswesvaran, Chockalingam

doi:10.1007/s10672-016-9286-9

Cited by 9 publications

(4 citation statements)

References 34 publications

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“…It is not illegal to proselytize in the workplace, but multiple potential hazards exist, including impacting social relationships, the work environment, and work performance (Beane, Ponnapalli & Viswesvaran, 2017;Beatty & Kirby, 2006;Rudin & Harshman, 2004), displacing occupational responsibilities with non-work activities and manipulating or instrumentalizing others (Lips-Wiersma, Dean & Fornaciari, 2009). A solid foundation exists, but researchers might further explore:…”

Section: Dialoguementioning

confidence: 99%

A Response to “Discipleship as Process: The Manager’s Role in Connecting People to Faith”

Monty L. Lynn

2019

JBIB

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Section: Dialoguementioning

confidence: 99%

A Response to “Discipleship as Process: The Manager’s Role in Connecting People to Faith”

Monty L. Lynn

2019

JBIB

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“…Our objective is not to promote any particular spiritual or religious mindset but to acknowledge that idealistic focuses and practices exist in all cultures and cannot be ignored. The literature shows, in fact, a desire to include religion (Beane et al, 2017;Bhatia and Arora, 2017;Afsar and Badir 2017) and spirituality (McGhee and Grant, 2017) in the workplace. Moreover, in our empirical study, we do not intend to explain these "transcendental needs," which are by definition not directly observable.…”

Section: Including Transcendental Needs In a Unified Model Of Human Motivationmentioning

confidence: 99%

Including transcendental needs in a unified model of motivation

Dávila¹,

Crawford²

2018

JMD

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Purpose The purpose of this paper is to contribute to existing models of human motivation by measuring transcendental needs along with the more commonly studied basic and social needs in order to take into account the multitude of needs experienced in the workplace. Design/methodology/approach A survey combining the Big Five Inventory (John and Srivastava, 1999) with the authors’ 30-item need-level questionnaire was administered to 366 participants (162 males, 204 females). The authors examined the relation between need levels, particularly transcendental needs, and personality to detect the predictors of the different personality traits. Findings The results showed that extraversion (r=0.24; p<0.001) and agreeableness (r=0.19; p<0.001) are predicted by high social needs, whereas openness to experience is predicted by high transcendental needs (r=0.35; p<0.001). While the authors made no hypotheses about conscientiousness and neuroticism, they found that neuroticism was significantly correlated with transcendental needs (r=−0.15; p<0.01). Research limitations/implications The relations between needs and other individual dimensions, such as values or interests, could be further examined. The nature of the sample could be extended in additional studies. Practical implications Since need levels were able to predict personality traits, measuring need levels instead of personality could be a better predictor of both adaptability and performance in specific contexts. Social implications In a position that requires a specific vocation and sense of purpose (priest, counselor, etc.), transcendental needs could be a better predictor of job achievement than personality traits. Monitoring all levels of needs could also be valuable in helping managers develop a deeper understanding of their team members’ expectations for meaning and purpose. Originality/value This research contributes to the model on human motivation by adding one more level (transcendental) and by testing the hypothesis of a link between a need scale and personality traits.

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“…In the USA, the previous decade has seen more than a doubling of religious discrimination claims, and awards to claimants increased more than three-fold from 1999 to 2012 (Lund Dean et al, 2014). In addition, mishandling requests for religious accommodation can negatively impact employee satisfaction and performance and incur negative reputational consequences for organizations (Beane et al, 2017).…”

Section: Introductionmentioning

confidence: 99%

Beyond the law: processes underlying religious accommodation decisions

Tabesh¹,

Jolly²

2019

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Purpose Currently, the academic understanding of religious accommodation in the workplace is skewed toward a consideration of legal decision making. The purpose of this paper is to move beyond these legal considerations and provide a fresh perspective on antecedents of religious accommodation decisions when managerial discretion is high. To this end, the authors present a model that incorporates psychological and relational processes. Design/methodology/approach This research draws on a variety of theoretical perspectives from psychology, organizational behavior and human resource management to theorize a descriptive model of managerial decision-making regarding religious accommodation requests. Findings The authors develop a conceptual framework and research agenda for examining front-line decision-makers’ responses to employees’ religious accommodation requests. The focus is on characteristics of the decision maker, the requester and the request that can influence the perceived sincerity of a request and the perceived accommodation cost. Research limitations/implications The proposed model moves beyond US-based legal perspectives of religious accommodation and facilitates the identification of novel theoretical perspectives for better understanding accommodation decisions. Practical implications Twenty-first century managers are faced with a wide variety of religious accommodation requests. Identification of underlying mechanisms through which these decisions are made facilitates effective interventions to build and sustain an inclusive culture. Originality/value This work is among the first efforts in the management literature to theorize about the process of religious accommodation decision making. The authors address the paucity of academic research in this area by introducing perceptual drivers of religious accommodation decisions.

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Workplace Religious Displays and Perceptions of Organization Attractiveness

Cited by 9 publications

References 34 publications

A Response to “Discipleship as Process: The Manager’s Role in Connecting People to Faith”

A Response to “Discipleship as Process: The Manager’s Role in Connecting People to Faith”

Including transcendental needs in a unified model of motivation

Beyond the law: processes underlying religious accommodation decisions

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