Workplace incivility is a current challenge in organizations, including smaller firms, as is the development of programs that enhance employees’ treatment of coworkers and ethical decision making. Ethics programs in particular might attenuate tendencies toward interpersonal misconduct, which can harm ethical reasoning. Consequently, this study evaluated the relationships among the presence of ethics codes and employees’ locus of control, social aversion/malevolence, and ethical judgments of incivility using information secured from a sample of businesspersons employed in smaller organizations. Results indicated that (...) ethics code presence was associated with a more internal locus of control and stronger ethical judgment of workplace incivility. Social aversion/malevolence was negatively related to ethical judgment, and internal locus of control was positively related to ethical judgment. Smaller firms should develop ethics codes to manage individuals’ perceptions of control, thus encouraging enhanced ethical reasoning in situations that involve the mistreatment of coworkers; they should also monitor counterproductive tendencies that harm such reasoning and precipitate incivility. (shrink)

This paper explores organizational spirituality, uncovers it as spiralling dynamics of both positive and negative potentialities, and proposes how leaders can shape these dynamics to improve the human conditions at the workplace. Based on case study of five Turkish organizations and drawing on the emerging discourse on spirituality in organizations literature, this study provides a deeper understanding of how dynamic patterns of spirituality operate in organizations. Insights from participant observation, organizational data, and semi-structured interviews yield three key themes of organizational (...) spirituality: reflexivity, connectivity, and responsibility. Each of these themes has been found to be connected to upward spirals (inspiration, engagement, and calling) and downward spirals (incivility, silence, and fatigue). The study provides a detailed and holistic account of the individual and organizational processes through which spirituality is enacted both positively and negatively, exploring its dynamic and dualistic nature, as embodied in the fabric of everyday life and culture. (shrink)

This article presents the results of a systematic literature review on religiosity and spirituality, particularly in the work context. We aimed to verify the state-of-the-art of scientific production related to these themes. To achieve the proposed objective, we identified 312 articles published in journals in the period between 1960 and 2018 using a rigourous method of analysis and sorting, which resulted in 52 appropriate studies. The analyses presented are based on the three bibliometric laws: those of Lotka, Bradford and Zipf. (...) This article brings contributions that encompass four approaches: measurement scales of spirituality and religiosity; behavioural benefits of religiosity in individuals; insertion of religiosity and spirituality in social service practice; and research directions. This research presents technical and managerial implications to provide theoretical support for the creation of programmes and/or practices of spirituality and religion in the workplace as an effective strategy, towards ethical attitudes. Also, this study contributes to the methodological achievement of SLRs in the field of religion in the workplace, highlighting an effective method for thematic mapping, and holistically identifying new research topics and directions, especially because of the several guidelines presented. (shrink)

This conceptual paper explores the relationship between an organization’s exclusive talent management practices, employees’ perceptions of the fairness of exclusive TM practices, and the corresponding impact on employee engagement. We propose that in organizations pursuing exclusive TM programs, employee perceptions of organizational justice of the exclusive TM practices may affect their employee engagement, which may influence both organizational and employee outcomes. Building on extant research, we present a conceptual framework depicting the relationship between exclusive TM practices, organizational justice and employee (...) engagement, with social exchange theory and equity theory as the framework’s foundation. The propositions in the framework are each supported by the respective literature. The perceived organizational justice and potential ramifications of exclusive TM practices for employees who are not included in corporate talent pools is an under-researched topic. The paper considers the perspectives of employees not included in corporate talent pools and explores how exclusive TM practices, as inputs, could lead to negative employee engagement outputs. In unpacking how exclusive TM practices could impact on employee engagement, the implications for organizations are underlined. The ethics and perceived fairness of exclusive TM practices, which have the potential to marginalize employees and lead to their disengagement, are considered. (shrink)

Informed by religion and psychology literature, this study reviews the literature on religiosity, spirituality, and psychology to support existing theory development in the current emergence of “Management, Spirituality, and Religion” field of study, encourage new contextual thinking and develop a framework to guide businesses on the integration of spirituality and religiosity at work given their documented benefits in relation to personal well-being and productivity. Using the Web of Science (WoS) database, the paper reviews and synthesizes recent research in a systematic, (...) transparent, and reproducible manner. In addition, to verify and include the state-of-the-art of high-quality scientific articles, we refer to the Chartered Association of Business Schools list leading to the adoption of the following criteria: (a) journals listed in the ABS ranking as 3- and 4-star class, (b) indexed under the field of ethics (i.e., ETHICS-CSR-MAN), (c) articles published between 2000 and 2021, and (d) topical relevance. The review extends the existing literature by developing a framework for organizations that helps in identifying possible linkages between religiosity, spirituality, and employee well-being. This was done by (1) extending the six indicators of Ryff's well-being framework, (2) highlighting potential spiritual practices for individuals and organizations and their implications, and (3) presenting a framework that is contextualized to the extent possible and that can serve as a useful guide for organizations. Insights from our review yield in turn two key propositions: (1) workplace spirituality and individual spirituality are both important for employees' well-being, and (2) individual religiosity is an important factor for personal well-being. This offers in turn reinvigorated awareness and new insights into the topic under study. The study highlights in closing an array of future possible research directions. (shrink)

The purpose of this study was to determine if an instrument could be developed to measure spiritual engagement. The study resulted in the Spiritual Engagement Instrument concept comprised of four factors that included the following: worship that explained 57.8% of the variance and Cronbach’s alpha of.94, meditation that explained 12.7% of the variance and Cronbach’s alpha of.96, fasting that explained 9.58% of the variance and Cronbach’s Alpha of.98, and rest that explained 5.16% of the variance and Cronbach’s alpha of.99. The (...) four factors together explain 85.24% of the variance. The four spiritual engagement scales within the Spiritual Engagement Instrument show significant correlation with other similar but different measures of spirituality, the Brief Multidimensional Measure of Religiousness/spirituality scale and Daily Spiritual Experience Scale, confirming convergent validity. A supplemental validation study was performed using CFA, p <.001, CFI =.98, TLI =.97, RMSEA =.06). This SpEI offers researchers a tool that might be used as a pre-/post-test measure in conjunction with a spiritual development program or to measure effects of the four factors of spiritual engagement with other social constructs such as job satisfaction, normative commitment, or leadership behaviors. Ethical behavior may be influenced by individual worldview and underlying religious practices, so the SpEI offers a validated instrument to study the cycle of behaviors, attitudes, and beliefs of spiritual practices that may influence ethics. (shrink)