Religion and its effect on individuals in organizations is critical to understand as organizational behavior and culture are dependent upon individual employees. Evaluating the link between religion and organizations is important in today’s world in order to develop organizations and understand employee motivations, perspectives, and ideals. Further research into this link is needed to ensure organizations operate successfully and prosper. Religion and Its Impact on Organizational Behavior seeks to enhance the understanding of theories, concepts, procedures, and processes related to the impact and effect that religion has on the behavior of individuals in organizations. Covering a range of topics such as personality and religion, human perception of religion, and work-related attitudes, this book is ideal for practitioners, industry professionals, business owners, policymakers, researchers, academicians, instructors, and students.

Research shows that religion has numerous effects on how people behave and act, so the goal of this study is to expand the body of knowledge about religion and see if it affects workplace behavior, specifically organizational citizenship behavior. Organizational citizenship behavior (OCB) is discretionary individual behavior that is not directly or explicitly recognized by the formal reward system and promotes the effective functioning of the organization. This study seeks to understand if religion, broken down further into internal and external religiosity, has any effects on how people behave at work. Further, if religion does have an effect on workplace behavior, this study seeks to understand what kind of effects, whether positive or negative, it is having and which of the various dimensions of OCB it is specifically affecting. Surveying over 150 employees, our findings indicate that internal religiosity have mostly positive effects on OCB while external religiosity mainly displayed negative effects. Further research is needed to understand why internal and external religiosity had, in general, opposite effects. Nevertheless, the results of this study seem to show that religion does have an effect on workplace behavior. --Page iv.

Much contemporary research ignores or is dismissive of the growth of global religiosity, even though 90 percent of the global population sees the world through a commitment to some kind of faith. Reimagining Faith and Management addresses this issue and extends the research on the impact of faith in various aspects of management, such as negotiation, leadership, entrepreneurship, governance, innovation, ethics, finance and careers. Faith impacts how individuals and organisations envision, manage and respond to their various stakeholders, communities, the natural environment and the world around them. This book presents various facets of how faith, values and/or ideological outlook which informs, influences and adds mystery to inspire and impel individuals and organisations. The 21 chapters are based on academic research and offer practical managerial recommendations. The book is divided into three sections: faithful futures impacting individuals; faithful futures impacting organisations and faithful futures impacting society. Each chapter presents a theoretical base and includes practical implications. The book is ideal reading for educators, practitioners, researchers and students of business, management, career studies, faith-based organisations, corporate governance and business ethics, as well as religious studies, including applied theology.

Abstracts of dissertations available on microfilm or as xerographic reproductions.

Workplace mistreatment is a burgeoning topic of interest, with the majority of workers having experienced it in some form. This book explores workplace ostracism and its negative effects on employee and organizational outcomes, such as employee attitudes, behaviors, and well-being. This edited volume defines workplace ostracism and examines how to differentiate ostracism from other type of workplace mistreatment, such as workplace incivility and interpersonal conflict. Among the questions it seeks to answer are: 1) what are the individual, relational, and contextual factors that influence employees’ workplace ostracism experiences; and 2) what constitutes ostracism in stigmatized populations, such as international students, immigrant workers, and older workers. Researchers in organizational behavior, I/O psychology, and the sociology of work will find this book to be a valuable resource.