Journal of Management Spirituality & Religion

Publisher: Routledge, Taylor and Francis Group

Description

  • Impact factor
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  • Other titles
    Journal of management, spirituality & religion (Online), Journal of management, spirituality and religion
  • ISSN
    1476-6086
  • OCLC
    317593700
  • Material type
    Document, Periodical, Internet resource
  • Document type
    Internet Resource, Computer File, Journal / Magazine / Newspaper

Publications in this journal

  • [Show abstract] [Hide abstract]
    ABSTRACT: Given the historical and ongoing influence of religion, religious faith traditions might provide a compelling and coherent normative core for stakeholder theory. This paper explores the three Abrahamic faith traditions – Judaism, Christianity, and Islam – and applies principles derived from these traditions to stakeholder theory. Our analysis of these faith traditions yields four elements of a common normative core that is germane to stakeholder theory: (1) the need to place community at the center of human activity, including business activity; (2) skepticism about economic power and its misapplication; (3) a tempering of our commitment to individual liberty as the highest normative good to be achieved by society; and (4) the dignity of the individual person and, with that, an obligation of reciprocity between the individual and society (including businesses). We then identify two current issues in stakeholder research, considering ways that the three faith traditions would advance discussion about them. We conclude by offering implications for future research.
    Journal of Management Spirituality & Religion 10/2014; 11(4).
  • [Show abstract] [Hide abstract]
    ABSTRACT: Despite extensive connections to ethics and philosophy, the literature on stakeholder theory has largely avoided direct linkages to religion and spirituality. At the same time, Catholic Social Teaching and other religious traditions have ignored any meaningful discussion of stakeholder theory. This paper connects the stakeholder literature and religion by presenting a framework that specifies macro-level core Catholic Social Teaching tenets and the normative business obligations derived from this doctrine. These obligations ground Catholic Stakeholder Thinking which represents the attendant meso-level responsibilities of managers and firms, as well as the priority rules for resolving stakeholder conflicts. The resulting articulation of Catholic doctrine to business expands not only the normative depth of stakeholder theory, but also the practicality and relevance of Catholic Social Teaching. Through their interactions with various stakeholders, firms and managers are encouraged to pursue the common good and integral human development in solidarity with the poor within their value chains.
    Journal of Management Spirituality & Religion 10/2014; 11(4).
  • Journal of Management Spirituality & Religion 10/2014; 11(4).
  • [Show abstract] [Hide abstract]
    ABSTRACT: Paganism encompasses many faiths that have folk or ethnic origins and further represents an understudied minority despite being one of the fastest growing religions in the United States, Canada, and UK. The current research examines the experiences of Pagans at work in two studies. Study 1 reports on a series of narrative interviews into the lived experiences of Pagans in the workplace. Study 2 employs quantitative methods to examine hypotheses generated by Study 1. Findings suggest that workplace ridicule and discrimination against Pagans is commonplace, including higher levels of covert and overt victimization and lower job satisfaction among Pagans when compared to other mainline faiths in the workplace. Limitations, directions for future research, and implications for management are discussed.
    Journal of Management Spirituality & Religion 07/2014;
  • [Show abstract] [Hide abstract]
    ABSTRACT: Determining how to manage spiritual diversity in a globalized Australia and developing organizational strategies to that end is a complex undertaking. As a starting point, the process requires empirical evidence around how employees and managers construct and perceive spirituality in Australian workplace contexts. Much of the literature around workplace spirituality and the theorizing about spirituality as a concept has been generated in the United States. Whilst this body of work provides rich insights, little is known about its transferability across cultures or more specifically, whether spirituality is perceived in working Australia in ways comparable to the United States. This paper reports on a grounded theory study that aimed to discover how participating managers and professionals constructed spirituality in the context of their workplace experience. The findings revealed a high level of individual spiritual eclecticism and dynamism in the way participants perceived and experienced spirituality. Common spiritual values were also identified across the data. The author concludes that spiritual eclecticism appears to be an under-researched and possibly under-appreciated concept and argues that common values may well provide the necessary “glue” for managing spiritual diversity and fostering spiritual inclusiveness in organizations.
    Journal of Management Spirituality & Religion 07/2014;
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    ABSTRACT: The present study investigates the role of spiritual resources in the motivational and health impairment processes of the job demands-resources model. Spiritual resources are operationalized as a distinct category of personal resources. Results of item-level structural equation modeling on data from 835 Australian religious workers support the hypotheses that spiritual resources promote work engagement and lower exhaustion, which in turn fully mediate the influence of spiritual resources on reduced turnover intentions and emotional ill health. However, spiritual resources were not found to moderate the relationship between job demands and exhaustion. Cross-validation of the measurement model and structural relationships were assessed using a split-half technique. Limitations, future directions, and practical implications for improving the well-being of religious workers are discussed.
    Journal of Management Spirituality & Religion 07/2014; 11(3).
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    ABSTRACT: In 2006, we, the authors, and David Waldman wrote an article for the Journal of Management, Spirituality & Religion describing a theoretical model of how we thought virtuous leadership might manifest and perpetuate itself in modern organizations, particularly in relation to organizational learning. The article was inspired because of two things. First, we witnessed many dramatic cases of executive malfeasance and lack of virtue in organizations, which was a bit dispiriting, as we were and still are executive educators. Second, we had a lot of hope for the future and all worked in the areas of positive organizational behavior and positive psychology. Thus, we desired to articulate a more positive model for organizations. Today, we revisit that model and test it, if you will, using the case of the self-made billionaire and richest man in Turkey – Hüsnü Özyeğin – who is also a well-known philanthropist and social entrepreneur.
    Journal of Management Spirituality & Religion 07/2014; 11(3).
  • [Show abstract] [Hide abstract]
    ABSTRACT: This paper reports findings from two studies that explore the role of a spiritual framework in buffering toxic experiences police officers encounter in the course of their duty. The first study was an interview of 33 police officers who were active in their law enforcement career. The officers responded to eight core questions about their police work, spiritual history, and spiritual beliefs. Three themes emerged from the content analysis. The second study was a quantitative investigation of psychological performance using Electroencephalography measures. These officers, who were identified with high levels of spirituality in the interview study, had low levels of perceived stress, high levels on the Transcendence dimension, fast executive processing, and high levels of brain integration. These studies suggest that levels of spirituality are grounded in mental and brain functioning, and so could be systematically cultured to help officers deal effectively with the toxic nature of police work.
    Journal of Management Spirituality & Religion 07/2014; 11(3).
  • Journal of Management Spirituality & Religion 07/2014; 11(3).
  • [Show abstract] [Hide abstract]
    ABSTRACT: To answer calls by organizational scholars for empirical works examining the important individual and contextual antecedents of personal initiative, we develop and test a model in which spirituality and alignment with organizational spiritual values result in greater personal initiative ratings by supervisors through the mediating effects of psychological empowerment. Results from supervisor–subordinate dyadic data (N = 150) obtained from employed MBA students indicated that psychological empowerment partially mediates the influence of spirituality on personal initiative and fully mediates the relationship between organizational spiritual values alignment and personal initiative. These results suggest that spirituality and organizational spiritual values alignment represent key antecedents of personal initiative and that psychological empowerment is an important intermediary of these links. Implications are discussed.
    Journal of Management Spirituality & Religion 07/2014; 11(3).
  • [Show abstract] [Hide abstract]
    ABSTRACT: There is a rising global concern that centers on creating an ecologically, socially, and economically sustainable world for current and future generations. This rising sustainability consciousness is built on higher-level value systems that support the sacredness of people and nature. These values promote environmental and social responsibility as avenues to fair profits, and they are currently penetrating the global business environment. Because of their coevolutionary relationships with the business environment, business organizations are now faced with the need to craft efficient and effective triple bottom line strategies that allows them to earn profits in sustainable ways. Because sustainability is complex, multifaceted concept with deep spiritual roots, building triple bottom line strategies requires that organizations develop intangible spiritual capabilities (i.e. spiritual intelligence and spiritual capital) that are valuable, rare, holistic, socially complex, and causally ambiguous, making them difficult to imitate.
    Journal of Management Spirituality & Religion 06/2014; 11(2).
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    ABSTRACT: Interest in the role of spiritual and religious traditions in the workplace has been growing in recent years. In this article, we seek to contribute to this burgeoning field of study by investigating the significance of work in man’s life according to the Islamic and Hindu traditions and, in particular, the common work-related ethical principles advocated in the two religions. We focus our discussion on three key interrelated ethical principles which apply to the domain of work: justice, benevolence, and trusteeship – all of which are espoused in both Islam and Hinduism and which, we argue, stem from the key metaphysical principle of “unity”, a shared doctrine in both religions.
    Journal of Management Spirituality & Religion 01/2014; 11(1).
  • Journal of Management Spirituality & Religion 01/2014; 11(2).
  • [Show abstract] [Hide abstract]
    ABSTRACT: The purpose of this article is to review the influences of spirituality and religiosity within the field of entrepreneurship. We review nearly 30 articles, exploring the dominant empirical contributions that exist within this emergent research area. Several main focus areas from the prevailing research are organized into a comprehensive framework that provides the foundation for further discussion and synthesis. Shortcomings and limitations to the field and an agenda for future research that contributes to our understanding of religion and spirituality within the realm of entrepreneurship are presented.
    Journal of Management Spirituality & Religion 01/2014; 11(2).
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    ABSTRACT: Concerns about the loss of spirit, morale, and morality in modern organizations, apparent in the growing spirituality-at-work literature, suggest that the dominant business paradigm is unbalanced. Grounded in a patriarchal view of the world, it effectively negates the feminine and its intrinsic connection with nature. Alchemists, as C.G. Jung discussed extensively in his works, understood the risk of living in an unbalanced world which neglects the soul of the earth and the soul of people. This paper explores the lost connection with the soul and discusses its ethical implications. In particular, I argue that the anima mundi (the world soul) can restore balance and values in organizations if she is attended to respectfully and with care. This process involves an appreciation of the feminine in its practical and archetypal sense, and some extensive inner work, in the spirit of alchemical imagination, to understand ourselves and our organizations better.
    Journal of Management Spirituality & Religion 01/2014; 11(2).
  • [Show abstract] [Hide abstract]
    ABSTRACT: Over ten years ago, Benefiel called for the creation of a philosophical foundation for the spirituality at work movement, which she believed to be at risk because of the lack of theory and disagreement about key terms. This paper examines problems involved in setting up such a foundation.
    Journal of Management Spirituality & Religion 01/2014; 11(1).
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    ABSTRACT: Using social identity and stigma frameworks, this study investigated the extent to which Christians exhibited biased reactions toward a Muslim co-worker. The authors hypothesized that Christians would view a potential Muslim co-worker as lower on competence and less desirable in terms of a working relationship and would be less attracted to an organization when a potential co-worker was Muslim, and that these in-group preferences would be moderated by participant religiosity. Though no main effect for religious group affiliation was found, moderator analyses revealed that highly religious individuals had a lower desire to establish working relationships with or work for a firm employing a prospective Muslim co-worker, while lower religiosity individuals exhibited no such preferences. Research and practical implications are discussed.
    Journal of Management Spirituality & Religion 01/2014; 11(2).